Editorial Board   Guest Author

Ms. Stirnkorb

Sally Stirnkorb

Marketing Manager, Hilton Carlsbad Oceanfront Resort & Spa

Sally Stirnkorb brings over 16 years of hotel experience to her role as marketing manager for Hilton Carlsbad Oceanfront Resort & Spa. Highly familiar with the San Diego County luxury hotel market, Ms. Stirnkorb joined Hilton Carlsbad Oceanfront from the Park Hyatt Aviara Resort and under its earlier brand, Four Seasons Resort Aviara, she served as marketing and public relations coordinator for a combined 15 years. During this period, she assisted in resort photo shoots, client and press familiarization visits, social media activity, hotel website management, media relations, collateral development and property marketing budgets. Prior to entering the marketing sector, Ms. Stirnkorb was a catering and conference services coordinator for Four Seasons Aviara, a position she also held earlier at the Westgate Hotel in San Diego. A passionate supporter of community assistance to children and seniors in need, Sally is also a devoted wife, aunt, dog lover, yoga student, gardener and an avid traveler.

Ms. Stirnkorb can be contacted at 760-602-0800 or sally.stirnkorb@hilton.com

Coming up in March 2019...

Human Resources: An Era of Transition

Traditionally, the human resource department administers five key areas within a hotel operation - compliance, compensation and benefits, organizational dynamics, selection and retention, and training and development. However, HR professionals are also presently involved in culture-building activities, as well as implementing new employee on-boarding practices and engagement initiatives. As a result, HR professionals have been elevated to senior leadership status, creating value and profit within their organization. Still, they continue to face some intractable issues, including a shrinking talent pool and the need to recruit top-notch employees who are empowered to provide outstanding customer service. In order to attract top-tier talent, one option is to take advantage of recruitment opportunities offered through colleges and universities, especially if they have a hospitality major. This pool of prospective employees is likely to be better educated and more enthusiastic than walk-in hires. Also, once hired, there could be additional training and development opportunities that stem from an association with a college or university. Continuing education courses, business conferences, seminars and online instruction - all can be a valuable source of employee development opportunities. In addition to meeting recruitment demands in the present, HR professionals must also be forward-thinking, anticipating the skills that will be needed in the future to meet guest expectations. One such skill that is becoming increasingly valued is “resilience”, the ability to “go with the flow” and not become overwhelmed by the disruptive influences  of change and reinvention. In an era of transition—new technologies, expanding markets, consolidation of brands and businesses, and modifications in people's values and lifestyles - the capacity to remain flexible, nimble and resilient is a valuable skill to possess. The March Hotel Business Review will examine some of the strategies that HR professionals are employing to ensure that their hotel operations continue to thrive.