Q&A with Leanne Lloyd, Senior Vice President, Human Resources
Leanne Lloyd is a values-first HR leader who pairs ethics and consistency with persistent curiosity and education. She builds systems that lift people up, and makes sure those systems are lived, not laminated. Put her on a mic and she’s in her happy place!
Q: How did you get your start in hospitality?
Ironically, I wasn’t looking to move into hotels. I spent about nine or ten years in healthcare HR for a nonprofit mental health organization and loved the mission. Through my work leading local SHRM chapters, I was approached about an opportunity in the hospitality industry.After meeting the owners in Atlanta, they sold me on what hotels could be. I took the leap, and it got in my blood. I can’t imagine doing anything else now.I started as Corporate Director of HR at Banyan, grew to VP and then Senior VP,and I’ve been with the organization (now Aperture) for ten years.
Q: Hospitality is famous for upward mobility. For example, many CEOs started as dishwashers or busboys. How do you think about that inside Aperture?
I use that story a lot with new hires. If you have the desire and put in the work, hospitality rewards you. There’s so much potential for growth if you lean in. It’s one of my favorite things about this industry and I love seeing career dreams come true.
Q: What sets Aperture apart from other management companies?
We focus equally on two stakeholders: our hotel owners and our team members. Our core values aren’t just words on a wall. We recite them every Monday in our executive meeting and use them to vet every initiative and tough decision. Values like being transparent, accountable, actively curious, embracing growth, creating value, and “commit and care” drive how we operate. We never lose sight of the boots on the ground who make hotels successful.
Q: What are a couple of your personal guiding principles?
Never abandon your moral standards or compromise your integrity. The easy way isn’t always the right way, and I’ll choose the ethical path even if it’s harder. Professionally, I preach consistency and documentation. Treat similar situations similarly and make sure the record supports your decisions. As an HR professional, you must be able to balance being a relentless advocate for employees with the strategic needs of the hotels and owners.
Q: What is a lesson you learned the hard way?
Assume nothing. Get curious about everything! Ask questions until you have the full picture. I drill this into our managers, and they’ll tell you my extra questions save headaches later.
Q: What does education and training look like at Aperture?
We invest heavily in learning. We’ve implemented a new learning management system (LMS), and I personally run a multi-week HR course for every new GM, experienced or not, so they know what to do and when to loop in HR. Laws change; confidence comes from training.
Q: If you weren’t in HR, what would you be doing?
Public speaking or something in entertainment. I love being on stage, moderating panels, and connecting with people at conferences.
Q: What is your dream trip?
I’m an island girl at heart, but lately I’ve been dreaming about touring Europe’s Christmas markets for a few weeks.
Q: A book you recommend?
I love to read, so it's hard to narrow it down to just one. Yes Is the Answer by Christine Trippi stays on my desk. It’s an easy read, and its principles work just as well for how to treat employees as they do for guests.
Q: Craziest hotel moment?
Once at a conference, someone insisted for 15–20 minutes that I was a person they’d met before, down to details that weren’t even close to my life. They were honestly convinced I was someone else. I must have a twin. It took some very tactful disengaging to get away!
