Editorial Board   Guest Author

Ms. Korman

Robin Korman

Senior Vice President Loyalty Marketing, Wyndham Hotel Group

Robin Korman was appointed senior vice president, loyalty marketing, in September 2009, overseeing Wyndham Rewards®, the guest loyalty program of Wyndham Hotel Group with more than 6,500 participating hotels in 36 countries. Among her many responsibilities, she handles the development and management of the company’s loyalty program, which happens to be the largest in the hotel industry based on number of participating hotels; as well customer loyalty initiatives, all direct-marketing programs and internal and external strategic marketing alliances. Previously, she was senior vice president and general manager at Chase Card Services where she was responsible for overseeing the company’s multi-billion dollar partner credit card portfolio, including development and repositioning of new and existing products and the creation of new acquisition and growth strategies. Prior to Chase, Ms. Korman spent seven years with Starwood Hotels & Resorts Worldwide, serving first as vice president, global loyalty marketing leader, and later as vice president, brand marketing leader for Aloft Hotels and Element Hotels. In those roles, she was responsible for overseeing Starwood’s Preferred Guest program and later, for developing the positioning and marketing for the global launches of the company’s Aloft® and ElementSM brands. In addition to her most recent experience, Ms. Korman has also served in executive marketing, communications and public relations roles with General Electric and Citibank.

Ms. Korman can be contacted at 973-753-6590 or robin.korman@wyn.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.