Editorial Board   Guest Author

Mr. Devlin

Tuckey Devlin

President, Hemingway Hotels & Resorts

Tuckey Devlin leads the growth and development programming of Hemingway Hotel and Resorts. He is a seasoned real estate and business development professional with over 28 years of experience in all aspects of the industries, including development, project and property management, finance, sales and leasing, food and beverage operations, tax planning, accounting and syndication. Since 1983, Mr. Devlin has been a principal in numerous real property businesses, including a Texas real estate management and syndication firm, two national apartment housing redevelopment companies and an international services company providing a wide array of real estate and financial services now supporting the development of Hemingway Hotel and Resorts projects. As a principal or owner’s representative, Mr. Devlin has executed various real estate projects totaling over $350,000,000 and has been responsible for the management and profitability of a diverse real estate portfolio in excess of $1 billion in five states. Mr. Devlin is a graduate of the University of Texas at Austin with a BBA in Finance and Real Estate.

Mr. Devlin can be contacted at 305-735-8575 or inquiries@hemingwayhotels.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.