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PEOPLE FIRST - KARIN RAGUIN, CHIEF HUMAN RESOURCES OFFICER, KEMPINSKI HOTELS: "WE SEEK OUT PERSONALITIES OVER PROFILES"
In our "People First" series, human resources leaders share insights on recruitment and retention strategie. |
Category: Worldwide - Careers
- Interviews and portraits
- Career - Interviews - Industry leaders
Interview made by Sonia Taourghi on Wednesday 09 July 2025
 Karin Raguin, Chief Human Resources Officer, Kempinski Hotels
Photo credit © Kempinski Hotels
Karin Raguin, Kempinski's Chief Human Resources Officer, answers our questions about recruitment, the onboarding process, and career development and gives key advice for a successful career in luxury hospitality.
Can you tell us more about your recruitment process?
Now is a unique and exciting time to join Kempinski. We are revitalising the brand and reinforcing our position in luxury hospitality, under the guidance of a dynamic new leadership team. It's a historic moment for a historic brand.
We operate in a world shaped by diverse local cultures within a global context. Our recruitment strategy reflects this by combining international reach with local relevance. We advertise on global platforms like LinkedIn and WeChat, but also invest in local social media channels to connect with diverse talent pools.
For leadership roles, we employ a rigorous, competency-based interview process grounded in our leadership model, ensuring that we attract the right personalities, not just the right CVs.
How do you integrate new talent?
Our onboarding process is tailored and centred on human connection. We focus on building a sense of belonging, whilst introducing new colleagues to our brand's heritage, because innovation also comes from knowing where we've been.
We are currently enhancing our employee handbook to provide easy access to all tools and resources. We dedicate time to immersing newcomers in the cultural richness of our properties – each a unique piece of living history.
In an era of rapid transitions – technological, environmental, and social – this grounding in legacy provides stability, meaning, and a sense of purpose.
What kind of career development programmes do you offer?
We offer curated development journeys such as our Flourish and Succession programmes, designed to identify and prepare future leaders. Through SHL tools, we provide personalised development insights that empower individuals to own their growth.
In a workplace spanning five generations, career development cannot be a one-size-fits-all approach. We embrace this diversity by offering modular programmes, mentoring, and opportunities tailored to individual aspirations and life stages.
Above all, we foster community. When you join Kempinski, you join a family – one that supports, stretches, and celebrates its people.
What internal mobility opportunities do you offer?
We actively promote mobility across geographies and functions. Our people are encouraged to move between countries, disciplines, and properties.
We also run inter-property rotations and cross-functional task forces, giving team members exposure to new challenges and perspectives. In a polarised and fast-changing world, this fluidity strengthens collaboration, adaptability, and shared purpose.
What would be your best advice to succeed in luxury hospitality?
In luxury, stay humble and think big. We are the stewards of timeless brands – our mission is to make their legacy relevant for today and irresistible for tomorrow.
In hospitality, celebrate diversity. We are privileged to work in the most international and inclusive industry, where people from different backgrounds and cultures come together with a shared passion for excellence. This richness is our strength.
What human qualities are you looking for in talent?
We seek out personalities over profiles. In a world where hard skills evolve constantly, human qualities – such as curiosity, resilience, and empathy – are enduring differentiators.
Our leadership model is built around seven core competencies, including strategic thinking, agility, and emotional intelligence. These are the traits that enable our people to thrive in a complex, fast-paced environment.
What key measures are in place to enhance your company culture?
We run regular Gallup Pulse Checks with all employees – our way of listening actively, not reactively. These insights shape our priorities and leadership actions, and are directly embedded into our bonus scheme to ensure accountability at every level.
At the hotel level, we turn insights into action: from launching colleague-led Green Teams focused on sustainability, to hosting monthly Let's Talk forums where employees engage directly with their General Managers. Several properties have implemented Wellbeing Weeks, peer-nominated Recognition Circles, and local innovation labs where teams co-create service enhancements. These initiatives are designed not only to respond to employee feedback but to empower our teams to shape the culture they want to be part of.
As society grapples with sustainability, inclusion, and technological transition, we are evolving our culture with intention – honouring our legacy whilst preparing for a future that is more connected, responsible, and human.
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