Editorial Board   Guest Author

Ms. Bulger

Diana K. Bulger

Area Director of Public Relations, Fairmont Hotels

Diana K. Bulger joined Fairmont in 2003. She has created events and formed alliances for the hotel with numerous organizations such as The Make-Wish Foundation, The World Wildlife Fund, The Washington Animal Rescue League, The Smithsonian Institution, and Guiding Eyes for the Blind and several others. She serves as the Eco-Chair of the Fairmont’s environmental committee. Prior to joining the Fairmont, she was vice president of Hisaoka Public Relations where she handled to opening public relations efforts for five Kimpton Hotels. Previously, she was the president of Kaiser Communications, a hospitality public relations company. From 1990 to 1998, she was the regional director of public relations for Loews Hotels in Washington, DC and Annapolis, Maryland. She was the director of public relations for the Hotel Washington from 1987 -1990 Ms. Bulger began her career at the Vista International Hotel as the assistant public relations manager in 1985. A huge animal lover, Bulger founded the Bark Ball in 1988 for The Washington Humane Society, the first black-tie ball to allow dogs in the nation’s capital. Ms. Bulger is also a second term mayoral appointee to the District of Columbia Retirement Board and a member in good standing of Destination DC. She has penned columns for the Greater Washington Association Executives Magazine Executive Update and Potomac Life Magazine. She attended Oldfields School in Glencoe, Maryland and Franklin College in Lugano, Switzerland. She resides in Washington, DC with her Husband, transportation lobbyist, Thomas J. Bulger and their three dogs.

Ms. Bulger can be contacted at 800-441-1414 or diana.bulger@fairmont.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.