Presidian Hospitality

In an interview with Manage HR, Alex Alston, Corporate Director of Human Resources at Presidian Hospitality, discusses the profound impact of evolving technologies on the working environment, leading to transformative changes in traditional HR perspectives.

Could you elaborate on your journey, experience, and current responsibilities?

My journey in the HR field has been a diverse and enriching one. I started my career in an IT company's sales department before transitioning to project management and implementation. This exposure provided me with valuable insights into different aspects of the business world. Later, I was entrusted with the responsibility of managing the training and development departments as the CEO of my former employers, a role that ignited my passion for learning and development.

Driven by a desire for growth and seeking more opportunities to expand my horizons, I immersed myself in understanding the learning and development (L&D) business world and effective employee communication methods.

The COVID-19 outbreak brought significant changes, and I embraced a new challenge as Presidian Hospitality's HR manager at the Pagosa Springs Resort in Colorado. Thriving in this role, I was soon promoted to the position of Corporate Director, overseeing HR functions for properties within Presidian's portfolio and other entities in their destinations. My responsibilities now include ensuring employee compliance, implementing impactful workforce and business policies, and managing relevant HR needs.

In essence, my career path has been a continuous journey of growth and learning, allowing me to contribute my expertise in HR to create a positive and thriving work environment within Presidian Hospitality and its diverse entities.

According to you, what are the latest trends in the HR space and how has it evolved in recent years? 

Unlike individuals that believe HR only administers paperwork behind a desk, I am a firm believer that HR is no longer an administrative role. For businesses to succeed, they must prioritize and effectively manage their human capital as a major asset. HR staff play a crucial role in this, as human capital has become the key driver for business success in recent times. Neglecting the strategic management of human resources can hinder an organization's ability to thrive and achieve its goals.

In addition, it is crucial for HR personnel to possess not only the skills to connect, mentor, and develop business teams but also a strong sense of self-awareness. Self-awareness is a fundamental attribute that enhances the effectiveness of HR professionals in their roles, enabling them to build meaningful relationships and foster a positive work culture within the organization. The fact that my career began as a salesperson benefited my HR career as well because along with selling I can also recruit top talent and show them the right career path to grow within Presidian.

The stereotypical HR that was once feared by many no longer exists, as the HR space has evolved to embrace numerous nuances. With the shifting economy and changing workforce dynamics, HR professionals must continuously adapt to every new evolution to remain relevant and effective in their roles.

What are some of the challenges that the HR-driven changes pose?

One of the challenges HR faces is the need for a shift in mindset. Traditionally, HR has been heavily focused on administrative tasks, involving documentation and paperwork. Despite technological advancements, many HR professionals still find themselves entangled in these routine processes.

“It is crucial for HR personnel to possess not only the skills to connect, mentor, and develop business teams but also a strong sense of self-awareness.”

However, the HR landscape is evolving, emphasizing the importance of learning, development, and growth. Technological advancements, particularly in AI, offer powerful tools to revolutionize HR operations. AI can alleviate the burden of mundane tasks, allowing HR personnel to focus on strategic initiatives and more valuable aspects of their role.

For instance, at Presidian, we have implemented a chatbot to address basic queries, such as direct deposit adjustments. This innovative solution efficiently handles standard questions without disrupting workflow, freeing up HR staff to concentrate on more complex and strategic matters.

To excel in the HR world, businesses must embrace and leverage emerging industry technologies. Similarly, individuals working in HR roles need to stay abreast of these advancements and proactively incorporate them into their practices. Embracing technological solutions is essential for streamlining HR processes and enhancing overall organizational efficiency.

With the rise of work-from-home arrangements, workforces are experiencing a reduction in physical office presence. As a result, the once prevalent community-like atmosphere that existed in traditional office environments before the COVID-19 pandemic is rapidly evolving and transforming. In light of this, it has become critical to help maintain company culture and build a community setting while working. Above all, expanding HR knowledge and reimagining innovative solutions is a successful strategy to drive toward the next HR era. 

What other innovations and technological advancements can we use to promote the creation of communities within the virtual realm?  

When it comes to tools that drive business success, the applicant tracking system (ATS) takes the lead in talent acquisition. With its ability to cast a wide net and recruit candidates from various avenues, it excites our business leaders by swiftly filling vacant positions.

From an HR perspective, the evolution of chatbots holds great promise. As an advocate of innovation and staying ahead in the game, we have integrated a chatbot onto our careers page at Presidian. This chatbot serves as a valuable tool in providing intuitive engagement and answering basic questions, acting as an extension of our HR department with a hospitality mindset of helping and assisting.

Moreover, performance applications are set to gain prominence in the talent pool. Candidates are increasingly seeking opportunities that offer mutual benefits, asking questions like "what is in it for me?" and "how will I contribute to the employer's business?" Through (L&D) and talent applications, along with learning management systems (LMS), employers can effectively attract and retain top-notch candidates. These tools play a pivotal role in shaping a successful and mutually beneficial employer-employee relationship

What is the specific leadership strategy you take to help HR teams adopt these innovations? 

Staying in constant communication is a top priority for me. I actively encourage my team to think outside the box and take on new challenges by working shifts with different department managers. This helps them gain a deeper understanding of the overall business scope, leading to a more attractive work environment.

Innovation is a core value that I emphasize, and I make sure my teams feel empowered to share their ideas and learn from one another. Progressing forward as a cohesive unit is crucial to our success. Beyond driving the business's vision and mission, I take a hands-on approach to redefine department projects and create HR-specific recruitment messages, shaping and molding our team leaders.

By fostering a collaborative and open-minded culture, I aim to propel our HR department and the entire organization towards growth and excellence. Together, we strive to create a dynamic workplace that nurtures talent, drives innovation, and achieves success on multiple fronts.

What piece of advice would you share with your fellow peers in the industry to better adapt to the industry innovations?

The most crucial advice I always keep at the forefront of my mind is to never lose sight of myself. In the fast-paced business environment, top executives often make quick decisions on changes and needs, which may inadvertently lead HR representatives astray from their moral compass. However, what I truly appreciate about my company is the opportunity to share my opinions openly, even if I disagree with certain decisions or foresee potential impacts on the overall employee experience.

As an HR representative, it is essential not to become a mere "yes" person but to stand firm in our beliefs and values. By voicing our concerns and staying true to ourselves, we can contribute to a more authentic and ethical workplace culture. This approach fosters a collaborative and diverse environment where different perspectives are valued, and decisions are made with greater consideration for the well-being of employees. It is crucial for HR professionals to remember that their insights and voices matter, and they can make a significant positive impact on the organization's direction and overall success.