Editorial Board   Guest Author

Mr. Bolf

Brian Bolf

VP of Revenue and Profit Optimization, Kokua Hospitality

As vice president of revenue and profit optimization, Brian Bolf is responsible for revenue management and e-Commerce at Kokua Hospitality. Mr. Bolf is a collaborative, trusted leader who is valued for his holistic and transparent approach to assisting properties reach their optimal performance levels. He works closely with the hotel executive teams, asset management groups, and owners to properly align customized efforts to reach a unified goal at each property. Through his twenty-five plus years of experience in the industry across a multitude of independent and branded hotels, he has specialized in process improvement and utilizing data analytics to creatively develop profit opportunities for the portfolio. Leading the charge of Kokua’s recently developed revenue management platform, Mr. Bolf is focused on maintaining a true advantage above the competition. He employs a strategic approach to understanding market trends and customer behavior that is both progressive and insightful. Before joining Kokua Hospitality in 2007, Mr. Bolf worked with numerous hotel brands that included Hard Rock Hotels, Omni Hotels, Hilton Hotels Worldwide, and Preferred Hotels & Resorts. Prior to turning his focus to hotel revenue management, Mr. Bolf worked at Solo Cup Company as a senior global accountant, responsible for the financial reporting of six foreign entities, totaling to two billion in annual revenues. Mr. Bolf graduated from Loyola University Chicago with a bachelor of science degree in psychology and finance and holds an A.A.S. degree in marketing.

Please visit http://www.kokuahospitality.com for more information.

Mr. Bolf can be contacted at 312-644-4800 or brian.bolf@kokuahospitality.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.