Spire Hospitality

Nate Swanson

Nate Swanson is the Corporate Director of People and Culture at Spire Hospitality, overseeing HR operations across 25 hotels in North America. With 18 years of hospitality HR experience, he has progressed from boutique hotel roles in Chicago to senior leadership, developing deep expertise in culture, compliance, onboarding, recruitment, and learning and development. Swanson specializes in leadership development, learning strategy, and talent retention, and is passionate about building resilient, people-focused cultures.

In this interview, Nate Swanson shares how strategic learning, mentorship and leadership development help shape a resilient workforce prepared to grow, adapt and lead in today’s evolving hospitality landscape.

Closing Skill Gaps and Strengthening Retention

A growing challenge across the industry today is the revocation of specific work authorizations. This unexpected policy shift has caused the sudden loss of active employees—both direct hires and third-party labor—creating critical staffing gaps. These disruptions not only affect daily operations but also complicate long-term workforce planning, underscoring the need for more adaptive, forward-thinking HR strategies.

In response, we’ve reinforced our learning infrastructure through a robust learning management system (LMS). This platform features continuously updated e-learning modules covering essential areas such as front desk operations, customer service, and conflict resolution. By equipping employees with the right skills and confidence, we’re bridging capability gaps and preparing our teams to thrive.

We’ve also reimagined onboarding by incorporating role-specific training from day one. This targeted, streamlined approach accelerates readiness, minimizes early attrition, and cultivates stronger engagement. Together, these efforts are helping us build a more agile, capable, and resilient workforce—ready to meet today’s challenges and support sustainable growth.

Developing Future Leaders and Embracing AI for Smarter Upskilling

Beyond technical skills, one of the most pressing needs in hospitality is leadership development—particularly at the mid-management level. At this stage, many talented professionals seek clarity on their long-term growth potential. At Spire Hospitality, we’ve responded with our Emerging Leaders Program, which blends e-learning, executive mentorship, and real-world application. Participants receive structured training in leadership fundamentals, engage in group discussions, and apply their learning directly to their roles. This feedback-rich environment helps shape confident, capable leaders and supports succession planning.

“With continuous investment in our people’s development, we are building a resilient, future-ready workforce grounded in learning, trust and opportunity.”

In parallel, we’re changing how we approach upskilling to keep pace with technology. Our LMS now features an AI-focused training module that educates employees on the evolution of AI, its practical applications, and responsible use in the workplace. By empowering teams with this knowledge, we ensure technology enhances productivity without compromising ethics or data integrity.

Fostering Retention Through a Culture of Learning

Retention is deeply tied to how employees perceive their growth potential. At Spire, we champion continuous learning and development across all levels. While the Emerging Leaders Program is a cornerstone, it forms part of a larger framework aimed at building internal talent pipelines and fostering a culture of empowerment.

Through role-specific learning resources, we not only enhance performance but also demonstrate our investment in long-term employee success. Today’s workforce expects more than just a paycheck—they seek purpose, growth, and the tools to thrive. Without those elements, turnover becomes inevitable. Our strategy is clear: promote cross-functional learning, nurture internal mobility, and create environments where people feel seen, supported, and valued.

Looking ahead, our goal over the next 12 to 24 months is to integrate personalized learning throughout the employee lifecycle. From onboarding to advancement, every role will have tailored development paths. While this is already live for select positions, we’re scaling it company-wide. For instance, new hires will not only learn core responsibilities but also access content aligned with their future growth. This strengthens early engagement and builds long-term commitment because when people see a future within your organization, they’re more likely to stay.

Shaping Futures Through Mentorship and Continuous Development

For professionals entering or growing within workforce strategy, my advice is simple: seek roles and environments that align with your passion—not just a job title. Ask deeper questions about the organization’s learning culture. What developmental resources are available? Are there structured training programs, leadership development tracks, or mentorship opportunities?

Mentorship, in particular, is a powerful and often underestimated career accelerator. Whether formal or informal, inside or outside your organization, the right mentor can help you navigate pivotal decisions and expand your thinking. Sales professionals can benefit from mentors who’ve walked the same path; those in HR or operations need mentors who challenge their strategic approach.

Mentorship builds more than individual potential—it strengthens organizational culture. When companies prioritize mentorship, they invest in people in a way that fosters loyalty, shapes future leaders, and cultivates a sense of belonging. Even the most advanced LMS can’t replicate the nuanced insights of a mentor. If you’re exploring workforce strategy, seek out strong mentors and choose environments that champion continuous learning.