Register to get 1 free article
Reveal the article below by registering for our email newsletter.
Want unlimited access? View Plans
Already have an account? Sign in
Independent hotel management company RBH has promoted three senior members to its HR team.
RBH, which has more than 40 properties amongst its growing portfolio, announced Niki Fincham, the existing group learning and development manager, is joined by Joyce Broomhead in the role of group talent and resourcing manager and Hannah Elliott as group culture and reward manager – both of whom were formerly area HR managers within RBH.
Fincham has worked in the role of group learning and development manager since 2011, and has been involved in “setting up pioneering training initiatives that have opened up myriad options for employee development”.
RBH revealed this work will be complemented by Broomhead and Elliott in their new specialist remits. In the role of group talent and resourcing manager, Broomhead will act as a dedicated in-house recruiter, focusing on attracting the very best talent.
Elliott, meanwhile, will concentrate on compensation, wellbeing, communication and engagement with existing employees in order to equip RBH with the tools needed to attract and retain the best people. The hotel operator said it aims to tackle the “common misconceptions” held on the industry around low pay and long hours, instead demonstrating just how rewarding a career in the hotel industry can be.
Martin MacPhail, director of human resources for RBH, said: “Our internal HR team has always been made up of generalist roles – people with a broad knowledge of all facets of recruitment and human resource – which in the past worked quite well for us.
“However, over the years we’ve been trying to shift and challenge the perception that working in hospitality and hotels is a short-term career option. More recently, we have had to deal with labour market changes that have resulted from uncertainties surrounding Brexit.”
He added: “To spread the message that hospitality is a rich and long-term career path both externally, to those we want to attract into the industry, and internally, to those we want to retain, nurture and develop, we’ve had to make changes at our very core, which has meant evolving from generalist roles and focusing on three main specialist HR areas.”
