Editorial Board   Guest Author

Ms. Davis

Katie Davis

Director of Sales & Marketing, Le Meridien Chicago - Oakbrook Center

Katie Davis, Director of Sales + Marketing, joined Le Méridien Chicago - Oakbrook Center in June 2013 in the pre-opening phase, overseeing the hotel through the $25 million transformation, which was unveiled in July 2014. Ms. Davis also started as the Regional Director of Sales & Marketing for Wischermann Partners in February 2016, a national hospitality firm focused on the operations of upper upscale and luxury hotels. Throughout her career, Ms. Davis has held multiple senior sales and marketing positions with a proven track record of revenue and business growth, goal achievement, sales operations and effective team leadership. Ms. Davis joined Le Méridien Chicago - Oakbrook Center from Hyatt Hotels, where she was responsible for the financial success of Hyatt Regency O’Hare and Hyatt Rosemont, representing $70 million annually between the two properties, as Director of Sales and Marketing. Prior to Chicago, Ms. Davis was Director of Sales and Marketing at Hyatt Regency Minneapolis, Director of Sales, Catering and Marketing at Hyatt on Printer’s Row, and Associate Director of Sales at Hyatt Regency McCormick Place. Ms. Davis has been recognized for achievements many times throughout her career, including nominations for Sales Team of the Year at Hyatt Hotels in 2007 and 2008. She was nominated for Director of Sales of the Year at Hyatt Hotels in 2005, and Sales Manager of the Year in 2003. Ms. Davis won the Manager of the Year Award at Hyatt Regency McCormick Place in 2003.

Please visit www.lemeridienoakbrook.com for more information.

Ms. Davis can be contacted at 630-368-9900 or katie.davis@lemeridienoakbrook.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.