Editorial Board   Guest Author

Mr. Bragiel

Justin R. Bragiel

General Counsel, Texas Hotel & Lodging Association

Justin R. Bragiel is General Counsel for the Texas Hotel & Lodging Association. Mr. Bragiel handles a diverse array of legal and legislative issues, including local and state hotel occupancy tax, hospitality law, regulatory issues, contract law, employment issues, and more. Mr. Bragiel joined the Texas Hotel & Lodging Association in February 2008. A member of the Texas Bar, Mr. Bragiel earned a Juris Doctor from Texas Wesleyan University School of Law in 2007, and holds a Bachelor of Arts from the University of Texas at Austin. Based in Austin, THLA is the largest state lodging association in the United States, serving over 2,500 member businesses by providing operational, technical, educational, marketing and communications services, in addition to governmental affairs representation.

Please visit www.texaslodging.com for more information.

Mr. Bragiel can be contacted at 512-474-2996 or jbragiel@texaslodging.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.