Ramona Greenhalgh’s Post

“Life is a journey” 16th March - on this day 20 years ago, I began my personal journey with Marriott International exploring new paths & meeting amazing people along the way. My track record: Don’t waste time searching - good things find us! Feb'04, my upcoming preopening internship went up in smoke last minute. A mentor got me a foot into Renaissance Chemnitz Hotel's door, and on 16th March 2004, I started as Human Resources & Accounting Intern at the infamous pink building upon the hill (those who know, know). Sep'04: The hotel’s HR Manager called me in to explore my next career move. She was joined by both GM and Dir. S&M offering me the position of HR Administrator. Nov'07, I called the Regional HR Team one late Friday afternoon. Luckily, Frauke Hamann picked up. Joking why the two of us were the only ones still working, she asked me, what my plans are and why not apply for the job opening within the Regional HR Team. My job would become redundant soon due to a conversion and I hadn’t secured a transfer to another hotel yet. While Frankfurt area was far from my preferred destination, Frauke highlighted the Regional Office would be a great place to make my next career move from. Following a day full of interviews (including Kathy Biermann MSOD and Karl Kilburg himself), I joined the Continental Europe Office in Eschborn – for a year. Funny how "just one" turned into 16+. Sep'11, ready to explore my next career move within the HR discipline globally, Michel Miserez walked into my office inquiring if I could imagine joining Finance, filling in as the Payroll Manager for Germany. While I hadn’t even considered the option, others had considered me. And that’s where I still am today: Payroll Manager Shared Service for Germany. One could argue that 12+ years in the same job is stagnation or a dead end in my journey. While it may indeed be on paper, it most definitely has not been the same job! There's always some project: Migrating the payroll system (twice); closing/opening hotels or bringing hotels from other providers into our shared services model; 2020 pandemic shutdown and “KUG”; companywide re-organizations, .... Working in Payroll means constantly having to learn to keep up with the latest rules & regulations or technology. Being a Take Care Champion means I get to explore my passion, supporting others to strive, within and outside of work - it’s the gift of giving that brings so much joy and a sense of belonging. Last but by far not least: The people I work with make the last 20 years feel like it’s been a breeze not a long haul. The opportunity to keep meeting new people and widening my network is invaluable as so many coworkers have become close friends. THANK YOU to all my travel companions & trailblazers! (sorry for not linking you all 😉) Here's to many more! More years, more people, more opportunities (be it bumps in the road or diversions), more exploring new places, more memories along life’s journey. More! To be continued…

"Wrapped up my Payroll Specialist Internship at DM Enterprises! 🚀💼 Learned the intricacies of the payroll process – from calculations to compliance. Ready to apply this knowledge in the next step of my career journey! #InternshipComplete #PayrollSkills"

Is everyone drowning? I started working for MBO Partners during my Hiring Our Heroes internship and have been fortunate enough to stay on since May as part of their Federal team. I have engaged with dozens of companies across the federal contracting ecosystem from the behemoths to some up and coming mids to an array of smalls. There is a reason I chose MBO Partners, and my experiences with these businesses highlight it every day, talent is essential to growth, profitability, and agility in the federal marketplace (and I'm sure on the commercial side as well). MBO provides an approach to talent that creates a long-term growth engine for corporations that harnesses the changing trends both in workforce desires (more flexibility and independence) and workforce complexity (the need for highly skilled professionals to leverage current and future technology opportunities). I am learning a little every day on how to better communicate this with both current clients and future ones, and have found one thing that rings true, the opportunity cost of not exploring this approach to staffing and organization is orders of magnitude higher than any associated cost of implementation. I'll be focusing my upcoming posts mainly around future of work trends, and opportunities, but they all come back to accessing and deploying the right talent against internal challenges and external opportunities. #1099s #futureofwork #independentcontractor

When it comes to frontline workers, let's shift the debate not the blame… 🤔 𝑳𝒆𝒕'𝒔 𝒏𝒐𝒕 𝒃𝒍𝒂𝒎𝒆 👉 ❌ Immigrants “taking” British jobs ❌ Brits “too lazy” for manual shift work ❌ Military service for “work-shy” youngsters 𝑳𝒆𝒕'𝒔 𝒔𝒉𝒊𝒇𝒕 𝒕𝒉𝒆 𝒅𝒆𝒃𝒂𝒕𝒆 🤌 How can we foster the right conditions for long-term and sustainable career entry and growth regardless of nationality and age? 𝑯𝒐𝒔𝒑𝒊𝒕𝒂𝒍𝒊𝒕𝒚 𝒂𝒏𝒅 𝑺𝒐𝒄𝒊𝒂𝒍 𝑪𝒂𝒓𝒆 𝒏𝒆𝒆𝒅 𝒔𝒕𝒂𝒇𝒇 𝒖𝒓𝒈𝒆𝒏𝒕𝒍𝒚 🚨 📉Average employer spending on training has fallen by 27% since 2011 📉 Apprenticeships have fallen by 32% since 2016 𝑭𝒓𝒐𝒏𝒕𝒍𝒊𝒏𝒆 𝑺𝒕𝒂𝒇𝒇 𝑺𝒉𝒐𝒓𝒕𝒂𝒈𝒆𝒔 😓 💰 Cost the #UK #Hospitality sector £25 billion a year - simply not having the trained staff to satisfy customer demand! 𝑳𝒆𝒕’𝒔 𝒄𝒉𝒂𝒍𝒍𝒆𝒏𝒈𝒆 𝒐𝒖𝒓 𝒊𝒏𝒄𝒖𝒎𝒃𝒆𝒏𝒕𝒔 🙋🏻♂️ ✅ Make #apprenticeships more available (flexibility for employee/ employer)  ✅ Make #training more accessible (more budget allocation, tax incentives)  ✅ Incentivise personal #growth (gateways to career progression) 𝑻𝒉𝒂𝒕’𝒔 𝒘𝒉𝒚 𝒘𝒆 𝒄𝒓𝒆𝒂𝒕𝒆𝒅 Blend. 🚀 😎 To train next-gen deskless workers in a format they understand ⏱ To provide flexibility to time stretched hospitality operators 🎉 To #reward skill development to incentivise career progression So this #election, listen less to (certain) politicians and more to industry experts such as Jill Whittaker OBE FCA FRSA FIH FBII when she says “having highly trained, passionate employees is how we bolster our beloved industry”. Because no matter your age, nationality or neuro-typicality let’s collaborate together to harness a more effective and rewarding on the job #learning environment for all. 🙏🙏🙏 #futureofwork #startup #Ai #HospitalityIndustry #InnovationInTraining #TechInHospitality #LearningAndDevelopment #ProfessionalGrowth #hospitalitytech Simon Anderson Propel Info Jules Smith Helen Sydorenko HIT Training Theo-Lee Houston Adam Forman David Cochrane MBE Scot Turner Iqbal Wahhab OBE Janene Pretorius Nadia El Hadery Chris Fletcher Kieron Bailey “Your Host For Hire” Sophie Davis Jason Berkowitz Vanesa Pazos Begona Castro Blanco Kalpesh Baxi Michael Blakley Kate Nicholls OBE

5 months of working and 5 learning. I was 18 years old when I started working. And here are some of my learnings. LEARNING NUMBER 1. NEVER SAY "NO" TO YOUR LEADER OR MANAGER, WHEN ASSIGNED A TASK. There were days when it was 10 PM and I was asked to change the TGs. At both my roles (Intern & Part timer). And with no excuses. I completed it. LEARNING NUMBER 2. NEVER FEELS AWKWARD OR SHAMEFUL IN ASKING FOR BETTER OPPORTUNITY OR REWARDS. As you are working really hard you deserve it. LEARNING NUMBER 3. FOLLOW THE "VALUES" OF THE COMPANY. It will help you be a better performer as well. Understanding the vision and working of company. (Overall following values will make your life easy at workplace) LEARNING NUMBER 4. NEVER EVER TURN OUT TO BE A SLAVE OF YOUR SALARY. Sometimes we hate the culture, environment or people of the company but end up working there because we are afraid of losing our comfort which salary gives us. LEARNING NUMBER 5. OPPOSING YOUR LEADERS DECISIONS IS NOT AN CRIME. It actually represents that you are a change maker and you always work towards creating a better culture in the company. #work #workculture #workenvironment #mentalpeace #learning #retail #corporate #industry

Wow June already! Here's a few things to think about for HR this month: -Are your seasonal employees or summer interns hired and onboarded? -Is your summer vacation calendar up to date? - Encourage managers to have a mid-year check-in with direct reports. - And don't forget to apply for local awards to honor your company and/or employees Happy June! #june #HR #hrtodos #humanresources #smallbusiness #businesstips #hiringseason #midyearcheckin #vacationcalendar #recognition #hrtips

Join us in celebrating the voices of our interns. Hear their stories, be inspired, and witness the impact of fostering a culture that values curiosity, embraces diversity, and propels each individual toward their fullest potential. #InternSpotlight #ProfessionalJourney #FutureLeaders #workplaces #workplacestyle #bestworkplaces #publicspeaking #humanresourcesconsulting #hr #topworkplaces #smartworkplaces #amazingworkplaces #innorenovate #humanresources

Wednesday@1400GMT: A slightly quieter week in terms of new instructions, but plenty of early stage conversations with clients about up and coming roles (subject to budget sign-off of course) in areas such as D&I, Early Careers, Talent Acquisition, International HR and HR Operations. In contrast, judging by the latest Press reports, it's by no means quiet for the HR profession as a whole with, for example, L'Oreal reportedly expecting employees to attend the office in person at least two Fridays every month, a Manager at the FCA losing their tribunal case to WFH full-time, Multiverse announcing plans for apprenticeships for the over-55s and research suggesting that the state pension age may need to increase to age 71 by 2050. So plenty for the HR profession to get its collective head around. As someone of er, a certain age, and, moreover, someone who, is obviously supporting senior and experienced HR professionals with their job search, I'm all for doing what we can to increase their employment prospects. At the same time (and here I'm going to tread as carefully as I can) I wonder whether there's an elephant in the room, namely, ageism? That's certainly what some HR candidates think/fear. I don't sense that it's widespread but perhaps it's something we HR professionals need to remain vigilant about when recruiting diverse talent. Speaking of diverse talent, we continue to seek talented HR professionals for the following roles: Up to £90,000 Interim HR Manager Senior Graduate Recruitment Manager HRM - Singapore or Hong Kong Global Mobility Manager Up to £70,000 HRBP HR Manager Up to £65,000 Reward & Benefits Manager - Birmingham, Cambridge or Manchester L&D Advisor If we haven't previously spoken about these opportunities, then please do get in touch directly for further details. Thank you #oystercareers

You must care about workflows/operations within your business to scale to the next level! If you have no clue where to start, here are some tips to start planning it all out! Which workflow are you thinking about starting 1st? Client Management (Intake process), Onboarding New Interns/Staff, Payroll Process? #ThrivingTogether #PrivatePracticesupport

Read this before you decide to quit your job... I started my current job as an intern with a #40,000 salary I was promised a more robust pay after I become a regular employee At some point, 40k wasn't serving me because of fuel increase but I managed After I became a regular employee, my pay was #50,000!🥲 (I felt betrayed) How would I survive? I was contemplating quitting😑 But to my surprise, everyone around me kept telling me to stay and keep pushing. Now, I think they must have been sent by God because the story has changed! I found my path as a travel agent and grew in my career while on this job The amount of clients I've gotten ehn... I cannot count My salary was doubled recently (I don't even depend on it unlike before) 3 things I'll advice you to do ✅ Be patient ✅ Listen to God's voice ✅ Make sure you learn You don't know where the job might lead you P.S. Have you ever been in a similar situation? How did you handle it? ----------------------------------- I am still your travel buddy💙 Head to my featured section and book a call with me. Let's begin your immigration journey!