Editorial Board   

Mr. Roedel, III

Fred B. Roedel, III

Partner & Managing Member, Roedel Companies, LLC

Mr. Fred Roedel is a Manager of Roedel Companies, LLC along with his brother David. He shares the responsibility of developing and implementing the annual strategic plan of Roedel Companies. He also shares the responsibility of approving the final design, budget and timeline of any asset developed. Mr. Roedel is President of ROK Builders, LLC, the wholly-owned Construction Management subsidiary of Roedel Companies. In this capacity he is responsible for developing the strategic and annual plans of ROK Builders. A prime responsibility of ROK Builders is developing outside third party major maintenance, renovation and new development business and maintaining the entity as a profitable subsidiary of Roedel Companies. Mr. Roedel’s areas of expertise include structuring and sourcing private debt and equity, real estate development and construction management. He received his Masters of Business Administration from Wake Forest University and a Bachelor of Science degree from Norwich University. Outside of his efforts with Roedel Companies, Mr. Roedel is involved with several organizations. He currently serves on the Board of Directors of the Boys & Girls Club of Greater Nashua, is Chairman of the Daniel Webster Council’s State of NH Friends of Scouting campaign and is on the Board of Directors of the Partridge Society at Norwich University. He previously served on the Board of Directors of the United States Rugby Football Union and was President of the New England Rugby Football Union for over 15 years.

Mr. Roedel, III can be contacted at 603-654-2040 ext. 105 or FredRoedel@roedelcompanies.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.