Editorial Board   Guest Author

Mr. Johnson

Brian Johnson

Managing Director, Loews Ventana Canyon Resort

Brian Johnson is the Managing Director of the Loews Ventana Canyon Resort, the 398-room award-winning property nestled in the Santa Catalina Foothills in Tucson, Ariz. His extensive experience in the hotel industry includes serving as general manager of the Loews Portofino Bay Hotel in Orlando, Fla., and various management roles in hotels including the Regent Las Vegas, Scottsdale Princess, Resort at Squaw Creek, Sheraton Grande Torrey Pines and several of the Sheraton Hotels on Harbor Island. Johnson received a Bachelor’s Degree in Hotel and Restaurant Administration from the University of Nevada in Las Vegas, and an MBA in Business Administration with an Emphasis in Marketing from National University in San Diego, California. He currently serves as the Arizona representative for the American Hotel and Lodging Association (AHLA), and is a member of the Southern Arizona Leadership Council (SALC). He also is an executive board member of both the Arizona Lodging and Tourism Association (AzLTA) and the Southern Arizona Lodging and Resort Association (SALARA). Amongst his many accolades are Hotel of the Year 2009 and General Manager of the Year 2008 from Loews Hotels and Resorts, Father of the Year from the Tucson Father’s Day Council in 2007, and Hotelier of the Year 2006 award from the Arizona Hotel and Lodging Association.

Mr. Johnson can be contacted at 520-529-7900 or bjohnson@loewshotels.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.