Kenneth Jasinski

Responsible for delivering all traditional services of Human Resources for 15 hotels which included transitioning properties from branded hotels to independent properties or Graduate Hotels. Tasks included onboarding, establishing a company culture along with the Brand, benefit administration, employee relations and recruitment.

• Managed the Human Resources support for six sites where there was not a representative.
• Spearheaded creating SOPs, rolling out the ADP Applicant Tracking System and all platform recruitment for this start up Company positioning for huge growth.
• Poised to introduce three new low cost, value added benefits to our 2019 Plan Year.
• Collaborated with Brand on a comprehensive Cultural Immersion Plan stemming from a Values Statement to incorporating verbiage in the Handbook, job descriptions, performance management documents, associate cultural survey and training and development.

Oversaw three Divisions including Home Office, Sage Restaurant Group and Premier and Lifestyle

• Executed skilled abilities in managing the project to automate our Associate Relations Rooms Website from start to finish.
• Budgeted reoccurring items and human resources items for Home Office and the P&L Division.
• Successfully planned, facilitated and hosted our People Resources Operational Conference.
• Completed culture changing investigation implicating Senior Executives of wrongdoing.

REGIONAL PEOPLE RESOURCES DIRECTOR, PREMIUM BRAND DIVISION

• Piloted the J1 Program, fulfilling 133 positions corporate-wide.
• Favorably raised all thirteen categories within our Division in our Sage Engagement Survey (Employee Engagement Survey).
• Consulted and conducted various employee relations investigations
• Supported and lead plans for acquiring and/or divesting hotels.

Oversaw the entire Region with all Human Resources needs including driving automation, taking advantage of efficiencies, maintaining up-to-date information about all relevant functions and supporting C-Suite Level.

• Work with vendors, brokers and team to stay ahead any impending legislation, including but not limited to, Federal, State and municipality levels.
• Pursue creative, out of the box thinking, and fresh ideas for the design of our self-funded health and welfare plans.
• Helping to automate Applicant Tracking, FMLA Processing, Unemployment and Training to be more efficient.
• Developing Training and Development Curriculum designed around a core competency model and filtering through functions like Employment, Benefits and Employee Relations.
• Building Employee Branded Materials to make a more cohesive Brand experience.

(IN CHARGE OF HR FUNCTION)

Managed the Human Resources function for this seasonal resort property. Effectively implementing initiatives in recruitment and training bringing a more stable, consistent service at the property resulting in the four- diamond award from AAA.

• Effectively worked with J1 Sponsors to recruit 200 international talent to work and experience American Culture every year.
• Created a two-day Orientation for new hires resulting in a more cohesive training plan.
• Securing over $120,000 Workforce Training Grant from the State of Massachusetts over a two-year period.
• Effectively lowering turnover and putting together a recruitment and training plan that raised overall Customer Service Scores from 7.8 to 8.5 in two years.
• Successfully implemented a new payroll system, Paycom, throughout the 433- acre resort

Conducted opening training for all talent. Proactively implemented all post-opening Starwood Hotel Corporation programs for Human Resources including performance management process, recognition programs, and employee relations. Communicated significant benefit changes to staff regarding health spending program.

• Effectively recruited and hired 220 opening team personnel for a luxury, boutique hotel.
• Teamed with Executive Committee to deliver world class service through training.
• Consistently maintained and fostered a cemented relationship with all levels of the organization including the Brand, the Regional offices, and most importantly, the employees.
• Created talent program, resulting in increasing guest service index score from 7.85 to 8.35 after only two months of program initiation.
• Developed an action plan to familiarize all hotel talent regarding the Meeting Planner Survey Index (MPSI), increasing goal of overall satisfaction from 3.5 to 4.4.

Reviewed human resources metrics and educated senior management of the effects. Analyzed data to include the cost of turnover for positions, as well as turnover based on position, division, and reasons for leaving. Offered alternative resolutions to combat high turnover. Acted as a change agent to introduce e-Recruit, bringing the recruitment process from paper to online

• Spearheaded a benefits survey amongst top seven restaurant group competitors, including analyzing data and presented findings to senior executives. Discovered new low-cost benefits to be included for all staff.
• Completed a three-month management training program, establishing an understanding of the unique structure of world class restaurant group and working every restaurant position to build relationships with all staff levels.
• Pioneered a strategy for marketing benefits to internal employees and external applicants, including developing a presentation for career fairs to show the diversity of the organization, establishing a marketing brochure to highlight the benefits of the organization, and launching a benefits poster for internal use.