director of finance

staff accountant

general manager

director of human resources

sales manager

HEI Hotels & Resorts

HEI is a bare bones hotel company. They come in and see where money can be saved and they reduce - drastically. My hotel was taken over and many good people lost their jobs. Didn't matter how long and how much they were loved by guests. They pay the absolute minimum and work a skeleton crew. It's impossible to do your job without enough people and managers to assist with guest issues. You can't do you job without the necessary tools. 

HR was a nightmare and very unprofessional. HR is supposed to be there for you, but in our case, they only looked out for the company's interest. Many were terminated and HEI did not adhere to their own 3 strikes policy. Write-ups were frivolous, although I suspect that they were used to rid themselves of employees that came with the sale of the hotel. They were were to pay former employees the same but when they hired new workers, they were paid far less the norm for our particular hotel. 

If you take a job with them, be very mindful of your Ps and Qs. They will get rid of you in a heart beat, no matter your value you add to the hotel. Do what they say, even if it goes against everything you know to be wrong, just for the sake of keeping your job. DO NOT upset the guests in any way, because even if the complaint is frivolous, you will be written up. Their policy, they say, but I think they do it to hire cheaper help. 

Management was not warm and friendly, and people looked at you like you were nothing. No one said hello or smiled, going against basic Hilton standards. HEI felt cold and unapproachable. I'd be careful with issues because they see you as a "problem." My issue was with clocking in and out. Someone else was using my number and HR told me it was my problem. 

I felt under valued and overworked. I tried to earn my job (again) in hopes of keeping it by proving myself. It didn't matter. Their intention from day one was to rid themselves of all former Hilton employees. They used me to train my replacement and let me go. Understandably, since I was in a supervising position and was paid well. 

I had very high hopes having them come in and make things better with updates, much needed help, renovations, an actual formal dining experience, etc.. Sure, we initially had problems, and I really believed they were the answer.  My heart was broken to find out what they were really about. I was warned, but I like to be optimistic and give others a chance. 

If you give HEI a chance, like I said, they only want professional people and nothing personal. Keep your personal life out of the work place. Don't talk about friends, family, life stories, and even if a guest asks, keep it to the bare minimal and they should be happy to keep you on.  

Smile, be polite, don't offer up too much of yourself, and you should be fine.

So If you like to work long hours, manage on your feet and work part of your day doing an hourly job, average pay, benefits are not bad, insurance cost high, no bonus's for all the hard work you do, EC committee get's one for you, then this is the company for you.

So the comments you read in other reviews about the CEO viewing a hotel as a piece of real estate is accurate.  Listened to his open forum speeches to the hotel staff. 
HEI is a company that focuses on the bottom line for the ownership. 

With the Marriott purchase of Starwood the culture has shifted to a bottom line company that now has to meet brand service scores.

So the volatile combination of working as a manager of a hotel that runs a lean staff and trying to keep up service scores becomes a very tough work world.  Good condition hotels manage much better than hotels that need to be updated, or showing their age!

LLG is the labor productivity report that manages your world.  Don't expect a lot of staff - transitions will have eliminated at least 1 management position in every department, along with restructuring hourly positions to fit the productivity hours for that department.
When occupancy is low you have very little hours to work with so you will be filling in some of your hourly positions to make your productivity. Fun part is when they open up the low rates in the 3rd party systems "expedia, priceline, booking.com" and you go home with 150 rooms to sell and come back in the morning sold out!  So you are scrambling to cover the business that you did not schedule for that is tearing up your hotel and ruining your service scores.  That's a daily thing in HEI's culture.  Remember they do surveys too.

Don't count on training as a department head.  Its expected that you will know how to facilitate the job when you walk in the door. They will do orientation and show you around the hotel. I have learned to be a stronger manager by dealing with this for a long time!  

Culture on the property depends on your General Manager.  Good GM good culture.

Administratively - will need to manage around your daily business demands.  Reports and financials will need to be on time since month end and closure has to be done by the 2 or 3rd of month since they are a publicly traded company.  Sometimes difficult to do when short staffed and busy.

If I were to consider working at an HEI hotel again, I would look at the hotels reviews through the brand and trip advisor to see what the customers are saying before I accepted a job from them. You will never meet your goals for service otherwise. But honestly, would never go their again!  lesson learned....

This role provides substantial hands-on exposure to hospitality finance and operations, but it is severely underpaid relative to the responsibility, financial risk, and workload required. The position involves managing high-dollar billing, complex reconciliations, aging and collections, variance analysis, system troubleshooting, and continuous coordination with sales, events, and operations. Errors directly affect revenue, cash flow, guest relationships, and ownership reporting — yet compensation does not reflect this level of exposure or accountability.

A significant portion of the job involves correcting mistakes made by other departments that lack sufficient financial and systems understanding. Sales and operational teams frequently submit incomplete, inaccurate, or improperly routed information, which creates downstream billing issues that accounting is expected to resolve without authority to enforce process discipline. This results in constant cleanup work, preventable escalations, and unnecessary pressure placed on accounting staff.

Management support and operational structure are limited. Training is largely self-directed, processes are inconsistently followed, and expectations shift without consistent alignment. Despite carrying a high operational burden and absorbing the impact of cross-department breakdowns, the role is underappreciated and often treated as administrative rather than strategic or risk-sensitive work.

The workload is heavy, deadlines are constant, and there is limited recognition of the cognitive and financial responsibility involved. Advancement pathways, compensation growth, and long-term development planning are unclear, making retention difficult for high-performing employees.

This role may suit someone early in their career who wants fast exposure and is willing to tolerate high stress, ambiguity, and low pay in exchange for experience. However, candidates should be fully aware that they will be assuming significant responsibility and operational risk without commensurate compensation, authority, or structural support.

Working at HEI Hotels & Resorts has been a mixed experience, offering both challenges and opportunities. From a sales perspective, the company has some notable strengths and areas that could be improved.

The leadership within the company demonstrates commendable qualities, with many leaders showing a genuine passion for their roles. The mid-level Directors and Managers across the company are knowledgeable and supportive, often willing to assist when needed. This has made collaboration across departments enjoyable and productive.

HEI provides opportunities for growth, which is beneficial for career development. 

The company's external reputation for being cautious with spending can be challenging, especially when it comes to staffing and meeting sales quotas. The approach to resource allocation often prioritizes financial metrics, which can add pressure to the daily workload.

In terms of company culture and support, there are areas that could be enhanced. The benefits package is average, and while there are attempts to show care for associates, the execution sometimes feels lacking. For example, initiatives intended to boost morale sometimes do not resonate as intended with all team members.

Compensation is an area with room for improvement. The adjustments to the 401k match and the introduction of a new holiday are steps in the right direction, but may still fall short of industry standards. The overall approach to employee appreciation could be more robust, especially in terms of wages and transparent salary increases.

Feedback from employees sometimes seems to be met with limited openness from leadership, with a tendency to stick to established methods even when alternative suggestions are presented. This can be frustrating for employees looking to see real changes based on their input.

Additionally, the emphasis on extensive reporting can detract from focusing purely on revenue-generating activities, which should be a primary goal for sales departments.

Lastly, the management style of the leader of my hotel posed significant challenges. The leadership approach was highly authoritative and intimidating, which affected the workplace atmosphere and team morale.

Overall, my experience at HEI has been enlightening but not without its difficulties. While I would not strongly discourage someone from working here, I would advise potential employees to carefully consider their options and be aware of the challenges they might face.

When I submitted my application to work at an HEI property, I was immediately warned by a friend in hospitality that they were terrible.  Well, she was right.  They slash labor costs to please owners, then get down on us for low guest service scores.  Guests are now continually complaining about how understaffed we now are - they see it, and they are threatening to go to other hotels.  HEI's rabid, micromanging regional managers don't care about hospitality or culture, so they trim everything down to bargain basement, even though we work at a premium quality hotel. I'm embarrassed. Operational issues can't be fixed due to bare bones staff.  On top of that, they keep talking about a '10 hour day' on property plus cracking down on doctors appointments - yes, medical appointments - so working mothers on staff are afraid of losing their job due to having to pick up kids at night and still take care of theirs (and their kids') health.  We all put in our hours and work hard but you'd never know it. no positive reinforcement. Just negative messaging, panic inducing, "You're under a microscope" veiled threats.

Lots of picking random information and testing you on it - trying to ask 'gotcha' questions. They also created a morning meeting that is long, tedious, and totally unproductive. They don't seem to understand that you cannot physically book EVERY lead, why are we talking about the same ones for days and days?

And, they cut hours and underpay people. In this job market, along with the occasional verbal abuse from management, people are starting to head for the hills and secure jobs at more normal job environments.  But to HEI, even more than most management companies, you're not a person - just a warm body.

Basically, HEI does everything they can to get you to leave. I guess so they can pay the next person lower wages.  Can't wait to leave. Coming from upscale, refined brands, I'm mortified about how they manage.  The WORST.

HEI is a great company - it is fast paced and ever advancing and changing! It is not a company that gives you the answers and says follow these steps. It is a  company where you have to look beyond what you were taught and what you think that you know, and push yourself - and then rise your personal and professional growth bar again and again. HEI pushes you to be the best you can, but it isn't for everyone and that's ok. There are great company's out there that have year long training programs in 4 different roles - there are company's that make you move every 6 -12 months so that you are advancing in little steps - there are company's out there with 2-4 inch Handbooks and every SOP already written. It's ok if those are the company's that you want - but HEI is different. You are given advancement when you are ready and have proven to show that you not only understand the metrics, but that you have consistent results with those metrics. You are given opportunities to onboard new managers, task force to other properties and work with the corporate teams on special projects when you are willing to give additional time to show support for your company. HEI does have a great handbook and great policies, but they are ever changing and evolving and the exciting part is that you might even be on a committee that helps write or test those new processes or incentives! Some people will say, 'I heard that HEI is really hard to work for, is it true?' I always respond with "for some people it is, but I love working for them - I am challenged, I learn something new all the time and I'm never bored in my role." There is a reason that we are one of the leading Hospitality Management Companies out there and to continue to be the best, we need the right person at the right place at the right time. Join the HEI Team and see if that's you!

The property and all of the people I worked with were wonderful. My General Manager (at the time) offered me great opportunities for advancement and always helped me through my hurdles. Although my title never changed from OEM Assistant Front Office Manager I would received a pay increase and an 'imaginary' title, I was driven into almost every facet of operations. I would be scheduled in F&B to oversee banquet or open and close the restaurant while giving assistance to the Front Desk. All was great because I was an Overtime Eligible Manager and I really only made great pay after 40hrs (scheduled normally 5 days 47.5 hours a week). I would be pulling 55 to 60 hour weeks due to call offs or more commonly a need for me to add an extra manager.

 I later showed an interest in revenue to work under our Director of Revenue and a role was dug out so I could further assist in daily meetings.  Fortunately or unfortunately,  my schedule was M-F for 40d hours weekly and kept very strictly. I was making significantly less than the average AFOM in competing properties because the benefits of the OEM wage aren't attractive if you aren't in overtime. With overtime I would be making slightly above average wages for that area. I recommended a title change with a switch to structured salary pay since my role and responsibilities changed completely. We had a new General Manager coming in and my concern got buried and I never really brought it up with HR again after the first discussion.

Show enough interest in your work and express what you want in your future, your managers are listening.

HEI is a great place to work. Overall they create an environment where you can be heard and where concerns get corrected. My supervisor is fantastic, although I believe she is a little overworked - I have noticed that as a concern of mine with company culture in relation to the managers in general being overworked. Pay is pretty good, as HEI (at least at my property) aims to stay among the top-paying properties. I also like the various bonus incentives that HEI has, although I have noticed there is often a delay in getting that money, but it is still nice to be able to get bonuses for various things, such as safety, high GSS scores, employee referrals, and a variety of other incentives. My only negative thing I would say is that it is a bit stingy on the PTO - only 1 WEEK after the first year. Even when you get more weeks added over time (2 after your 2nd year, 3 after the 5th, and 4 after the 10th), good luck getting more than a week at a time. Also, it is use-it-or-lose-it. Many franchising companies such as Pyramid Group and Aimbridge Hospitality, along with Marriott Corporate properties, allow you to accrue PTO based on hours worked, either with a very generous cap or no cap at all, and rollover. That is my main suggestion to HEI is to improve PTO and sick leave. Anyway, there is a culture which regularly recognizes and congratulates people for their hard work (myself included, and I really appreciate that), and there is a very good culture of communication here, very 2-way communication if someone has a problem with anything, they can speak to their manager about it. I also admire the very strong safety culture we have here, which is far better than most. Corner cutting is not taught nor encouraged like at many places, and that is good. Training is excellent!

I strongly caution anyone considering a position at The Westin Annapolis to ask hard questions before accepting. While the hotel’s exterior image is polished and the guests are wonderful, the internal culture is deeply dysfunctional and discouraging.

Management turnover is constant, and each new leader resets priorities with little understanding of what’s realistic. Goals are often unattainable, not because the team lacks ability, but because of unrealistic expectations and damage caused by years of poor leadership decisions. Many employees are left picking up the pieces from past mismanagement while being told to “do more with less.”

The environment among the sales team in particular is toxic. The senior sales manager routinely takes leads and accounts from other sellers, undermining teamwork and creating a culture of distrust. Leadership is aware, but nothing meaningful is done to correct the behavior.

Harassment and inappropriate conduct are brushed aside unless the complaint comes from someone management favors. HR involvement feels performative, and issues are often quietly dismissed rather than addressed.

Ultimately, this is not a healthy or supportive place to work. Hardworking employees are taken advantage of, accountability is selective, and morale is at an all-time low. If you’re looking for a professional environment with fairness, transparency, or respect, you will not find it here.

Working for HEI really depends on the team that you actually work with. It seems the company pushes a culture of "we are all about the employee", but the environment really is far from that. HR offices should never tell employees, "I do not want to hear your problems", that seems counterproductive to anything ever. What I gather is that there is no culture within HEI that is conducive and all about the TEAM but more so there is executive, management, and then far behind the worker bees. I believe upper management should be personable, we have to remember that you are working with adults, not children. Don't be so termination happy, work to foster growth, teach, train, HEI seems to be about acquiring quality talent, but sets rules against any real talent progressing. Write up's should not automatically lead to termination, write ups should be a serious SHAKE and push to work through dilemmas, not "here's the problem now goodbye", potentially great talent will be lost. I think for this company to succeed and avoid the hassle of disgruntled employees listen to us, actually try to create an environment that creates unity instead of division. There is room to care about the employee and the bottom line. We live in a millenial age, and HEI seems to still be run by baby boomers. Let's work together to learn how these two generations can mix successfully. I think making a serious change in culture, work life balance. Would make HEI a great company.

Top Job Titles	Average Salary
Director of finance 20 salaries reported	$116,588 per year
Staff accountant 7 salaries reported	$31.14 per hour
General manager 3 salaries reported	$158,500 per year
Director of human resources 1 salary reported	$92,500 per year
Sales manager 1 salary reported	$62,500 per year

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