Editorial Board   Guest Author

Mr. Flack

Andrew Flack

Vice President Global Brand Marketing, Hilton Hotels

Andrew Flack is Vice President - Global Brand Marketing for Hilton Hotels & Resorts and has oversight of all Hilton brand marketing strategies and functions worldwide. Those functional areas include advertising, visual identity, public relations, strategic partnerships and brand promotions for the leisure and business segments, as well as hotel online tools and resources. A 20-year hotel industry veteran, Mr. Flack was previously Vice President Sales and Marketing - Hilton Asia Pacific, where he created a new marketing organization in support of our emerging growth markets and extended Hilton's global sales network into new countries such as India and Korea. Previous assignments for Hilton have taken Flack to Europe and Australia. As Regional Director of Business Development for Australasia, Flack was responsible for all revenue generating activities across Hilton's portfolio in the region and part of the team that re-built and re-launched Hilton Sydney. During this period, the Hilton brand in Australia moved from fourth to first in the BDRC hotel brand rankings, a position that it retains to this day. Mr. Flack's earlier career included seven years as a general manager. His management of Hilton properties includes leadership of Parmelia Hilton Perth, Hilton Sydney and Hilton Swindon. Flack also worked in management positions at six additional hotels in the United Kingdom. Born in Malta, Mr. Flack is a dual citizen of Britain and Australia and holds an MBA from the Australian Graduate School of Management. He and his wife have two daughters and reside in Northern Virginia.

Mr. Flack can be contacted at 703-883-5799 or andrew.flack@hilton.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.