Editorial Board   Guest Author

Ms. Terry

Susan Terry

Vice President, Culinary Operations, Hyatt Hotels & Resorts

As vice president of culinary operations for Hyatt Hotels & Resorts, Susan Terry is responsible for strategic development of food and beverage concepts for full service and specialty restaurants in North America. She is also responsible for the development of catering event materials and menus. Most recently, Ms. Terry served as director of culinary operations for Hyatt Hotels & Resorts, responsible for national programming, training, goals, procurement, food and beverage standards and franchise support. Prior to that, Ms. Terry was the senior executive chef at Grand Hyatt Washington in Washington D.C. In that role, she oversaw all food and beverage operations for the 900-room hotel, including five food and beverage outlets, 24-hour in-room dining and the hotel’s Kosher kitchen. Ms. Terry began her career at Hyatt in 1990 at the former Hyatt Regency Suites on Michigan Avenue in Chicago as an executive sous chef. She then went on to hold executive chef positions at Hyatt Regency Harborside in Boston and the former Park Hyatt Los Angeles. She was awarded Hyatt’s most prestigious honor, the Donald N. Pritzker Award of Excellence for Operations, in 2003.

Ms. Terry can be contacted at 312-780-5709 or susan.terry@hyatt.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.