Kalahari Resorts and Conventions

Traci Jones

How do you foresee recent advancements in compensation and benefits impacting your business's challenges in meeting its requirements?

At Kalahari Resorts, we’re always looking to innovate how we balance managing labor costs while maintaining a level of service that provides our guests with a beyond-expectations experience. The cost increases in labor and benefits challenge us to think more creatively, analyzing where advanced technology can be implemented without negatively impacting the human connection and emotion that is an integral part of our guest and associate experience.

Our associates are the true face of Kalahari, and we must advance with the industry to stay competitive. Additionally, on average, benefits have been increasing in cost while reducing coverage. We take great pride in not reducing our offerings or increasing costs. We recognize that benefits are vital to our associates and the culture of Kalahari, and they make us an employer of choice.

If your company permits, could you shed light on one of the innovative or unique benefits you were recently involved in and share your experiences derived from that initiative?

Two years ago, we launched the “Be Well” program. Be Well is our holistic approach to associate wellness and supports all members of our Kalahari Family by providing resources for Mental Wellness, Financial Wellness, Physical Wellness, Work/Life Wellness and Career Wellness. This initiative has evolved our culture to a new level and led to healthier, happier associates who are more consistently and actively engaged in their roles. We’ve seen these improvements firsthand from our employee survey scores, which have become a key tool in our Recruitment and Employee Retention Toolbox.

What are some of the challenges in your business that current services cannot provide an optimal solution?

One challenge we face as home to America’s Largest Indoor Waterpark resorts is the large shift in labor needs due to our industry's seasonal demands. Balancing these shifts by utilizing technology and tapping into a seasonal workforce is essential to keeping our place as the industry leader. During peak summer, we are proud to see college and high school students return to Kalahari to help offset labor needs in those critical months.

Would you give any advice, suggestions, or warnings to professionals in a similar role working in other companies in the HR industry regarding do’s or don’ts? 

It is imperative to embrace each associate’s individuality. No two people are alike, and no two situations are the same. HR professionals must communicate with each associate in a way that works best for them and meet them where they are. If an associate is having an issue, it’s important to find an individualized solution while still meeting the needs of the overall organization. When situations arise, never assume you should default to the same solution you have used in the past for the sake of simplicity. In HR, one size does not necessarily fit all.