Editorial Board   Guest Author

Mr. Shepherd

William Shepherd

Partner, Holland & Knight LLP

William Shepherd is a partner with Holland & Knight LLP and a former statewide prosecutor of Florida. He represents clients involved in civil and criminal government investigations and helps them create effective compliance plans.

Mr. Shepherd regularly meets with clients to update their compliance programs and to train global staff to assure that problems are avoided before they are created. He helps clients comply with federal anti-human trafficking regulations, the Foreign Corrupt Practices Act (FCPA), global anti-corruption laws, and healthcare fraud and anti-kickback regulations.

Given Mr. Shepherd's broad experience as a prosecutor directly handling and supervising hundreds of proactive investigations, he is regularly called upon by general counsel to handle and manage complex internal investigations. In the last several years, Mr. Shepherd has been retained by companies, their boards or special investigative boards, in both public and private settings, to handle investigations in the areas of Foreign Corrupt Practices Act (FCPA), cybercrime and data breaches, human trafficking and supply chain issues, theft and embezzlement, securities fraud insider trading, bank fraud and board self-dealing, university procurement and contracting, employee misconduct (including both financial misconduct and sexual misconduct, and sports industry investigations.

Mr. Shepherd is a former chair of the American Bar Association’s 20,000 member Criminal Justice Section and is recognized by Best Lawyers in America and Chambers USA as a top lawyer in the areas of White-Collar Criminal Defense and Government Investigations. He is headquartered in the firm’s West Palm Beach office, but advises clients from around the world.

Mr. Shepherd can be contacted at 954-468-7902 or william.shepherd@hklaw.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.