Editorial Board   Guest Author

Ms. Adair

Nicole Adair

Corporate Director of Revenue Management, SHR

Nicole Adair is Corporate Director of Revenue Management at SHR, creators of the Windsurfer® CRS and leading providers of technology that keeps hotels competitive. SHR provides hotels sophisticated tools and services that help execute their reservation and distribution strategy while optimizing the profitability of their room inventory. In her current role, she oversees operations for SHR’s Revenue Management for Hire department, leading a team of experienced Directors of Revenue Management who serve SHR client hotels by improving and advancing their revenue generation and distribution strategies. Her team’s goal is to ensure that properties of all sizes and in all markets have access to top revenue talent, whether they need to fill short-term gaps in staffing or are looking for long-term strategic leadership. In addition to working with her own client properties in markets as diverse as Bermuda, Orlando, Vail, and the San Antonio Riverwalk, Ms. Adair enjoys collaborating with SHR’s corporate team to bring the revenue manager’s perspective to new technology initiatives.

Ms. Adair joined SHR in 2015 as an Area Director of Revenue Management after working in Honolulu as a corporate revenue management for a diverse portfolio of hotels across mainland United States and Hawaii. She is a Certified Revenue Management Executive (CRME), and has extensive experience in directing connectivity and channel interfacing initiatives for numerous CRS, PMS, and channel management platforms. Ms. Adair holds a bachelor’s degree in Russian and a master’s degree in Hospitality Management.


Please visit http://www.shr.global for more information.

Ms. Adair can be contacted at 281-661-8901 or nadair@shr.global

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.