Editorial Board   Guest Author

Mr. Grenoble

Mark Grenoble

President, Enchantment Group

Mark Grenoble is the President of Enchantment Group. He founded the firm in effort to meet the growing market demand for providing proven experience in developing and managing all aspects of resorts and spas. Currently, Enchantment Group’s portfolio includes Enchantment Resort, Mii amo, the Tides Inn, and the Golden Eagle Golf Course in Irvington, VA. Mr. Grenoble draws on a unique collection of skills that encompasses every facet of resort operations, from creating concepts, pre-opening strategies and systems for all departments to managing effective recruitment, training and retention programs, and developing highly profitable retail design and merchandise programs. Mr. Grenoble and his Mii amo team pioneered a number of destination spa industry firsts: first to create common guest arrival and departure days that maximize occupancy and revenue; first to feature full 60- and 90-minute treatment sessions, and first to offer alcohol, including organic and biodynamic wines. Mii amo was named “World’s Best Destination Spa” in 2007 and 2009 by the readers of Travel + Leisure magazine. Also named in the 2009 Travel + Leisure World’s Best Survey, Enchantment Resort was ranked the #1 Resort in Arizona and the Tides Inn was ranked the #1 Resort in Virginia. Prior to joining Enchantment Resort in 1993 and developing Enchantment Group in 2007, Mr. Grenoble served as Vice President and General Manager of a major real estate development and management company and managed a $250 million real estate portfolio. In addition, he has held sales and operational positions with Omni Hotels, Americana Hotels and properties in New York, Hawaii and California. In 2009, Mr. Grenoble was named Arizona’s Tourism Champion of the Year by the Arizona Governor.

Mr. Grenoble can be contacted at 480-264-3015 or mark@enchantmentgroup.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.