Rose k. Huddleston

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About Rose

Rose has more than 20 years of experience in luxury hospitality, working with brands such as The Ritz-Carlton, St. Regis, Edition, W and Wynn Resorts. Rose has held both national and regional senior leadership roles leading 18,000+ employees and supporting businesses that produced over 4 billion in annual revenues. She has been responsible for the strategy and execution of all human resources policies and procedures as well as talent management, employee and guest engagement initiatives, diversity and inclusion strategies, and leadership development.  Her extensive knowledge in mobilizing large-scale employee teams for the opening of new luxury hotels around the world is invaluable.


Rose’s track record speaks for itself.  Having been selected to rebuild the human resources division for Wynn Resorts, she elevated human resource policies, processes, and practices to a more relevant level. One of her proudest accomplishments was furthering the development of diversity and inclusion strategies with a focus on women, minority, and veterans.  She worked closely with the National Diversity Council, Global Gaming Women and Catalyst.  She also led a robust employee engagement strategy that increased participation 16% and increased the overall engagement score 7%. 
 
During her tenure with The Ritz-Carlton (part of Marriott International) she was an integral HR business partner that led the transformation of Starwood Hotels into Marriott. She also served as the Luxury HR Lead for North America, communicating long range plans to deliver on the vision for the future of the luxury guest.  She proudly served as Co-Chair of Marriott’s Leadership Advisory Council, created strategy for Diversity and Inclusion priorities in North America.


Rose is a member of the Society for Human Resources Management, Association for Talent Development, Member of Hotel Sales & Marketing Association (HSMAI), CHRO Executive Roundtable, Association of Women’s Executives, and Women’s Executive Circle. She is also a Certified Facilitator for The 7 Habits of Highly Effective People Signature Series, and other various leadership programs.
 

Overview of Services

STRATEGIC HUMAN RESOURCES (HR) LEADERSHIP

  • Develop and implement short and long-range plans and initiatives that drive organizational effectiveness.

  • Develop and execute HR strategies in line with overall strategic direction of the business.

  • Create key HR KPI indicators for metrics on diversity and inclusion, talent acquisition, talent development, employee engagement, and total compensation.

DIVERSITY & INCLUSION (D&I)

  • Operationalize D & I strategies to influence change, build programs and improve leadership capabilities that enable inclusivity.

  • Engage by collective awareness and examining biases, to build strategies that foster inclusion to attract and retain the best talent.

  • Measure impact of strategies using data-driven practices.

  • Develop organization-specific plans for advancing goals relative to challenges and opportunities

 

TALENT ACQUISITION & TALENT DEVELOPMENT

  • Develop comprehensive strategic recruiting and retention plans to meet human capital needs.

  • Establish sound plans of succession that corresponds to strategy and objective. 

  • Develop leadership, mentoring and succession planning programs that build the talent bench.

  • Design and utilize data and fact-based analysis to anticipate talent needs and provide insights to the business for competitive decision making.

EMPLOYEE ENGAGEMENT

  • Develop effective communication strategies ensuring clarity and alignment to drive employee engagement.

  • Enhance the current people and culture roadmap with solutions to improve employee engagement.

  • Develop communication strategies that avoid negatively impacting employee engagement, productivity, or retention.

TOTAL COMPENSATION

  • Analyze implementation and execution of total compensation programs. 

  • Develop comprehensive compensation and benefits plans that are competitive and cost-effective

LABOR RELATIONS

  • Provide consultation in support of creating and maintaining a positive work environment. 

  • Review labor avoidance strategies and initiatives.