WINNING | SM Hotels builds talent edge through inclusion

Insider Spotlight

• SM Hotels is turning inclusion into a talent strategy, building employee pipelines while widening opportunities across generations, abilities, backgrounds and identities
• Its people agenda spans the employee lifecycle, from inclusive recruitment and structured learning to listening sessions, recognition and leadership development
• External recognition is mounting: SMHCC recently secured honors for diversity and inclusion and employee engagement, alongside finalist citations for learning and development and talent acquisition
  
  
  

SM Hotels and Conventions Corp. (SMHCC) is sharpening its talent strategy around a workplace proposition that combines inclusion, continuous learning and employee engagement —an increasingly important formula for hospitality businesses competing for people and service quality.

Diversity and inclusion champion 

That strategy has now drawn back-to-back external validation. SMHCC was named Diversity & Inclusion Champion at the 2026 Altaris Business Awards–Human Resources Awards and won Best Employee Engagement Program at the TalentView People Insights Awards 2026. It was also an Altaris finalist for Learning & Development Excellence and Talent Acquisition Excellence.

Beyond the workforce 

SMHCC’s inclusion initiatives span women in traditionally male-dominated roles, LGBTQ+ inclusion and partnerships with organizations advocating for persons with disabilities and senior citizens. Community programs extend that approach beyond its workforce.

Recruitment strategy 

The company is pairing inclusion with structured development. Its programs include We Go Beyond, R.I.S.E. and L.E.A.D. Beyond, alongside specialized training covering technical, service, leadership and personal competencies.

Its recruitment strategy similarly focuses beyond immediate vacancies, using strategic sourcing, school and institutional partnerships, internships, inclusive recruitment and employer branding to develop sustainable talent pipelines.

Employee engagement 

Employee engagement is supported through We Go Beyond Pocket Sessions, HR Hour, Wednesday Wisdom, Kapihan, Stay Interviews, HAY Sessions and the President’s Go Beyond Awards—creating channels for employees to interact with leaders, provide feedback, learn and gain recognition.

‘People strategies’

“These recognitions affirm that our people strategies are not simply programs on paper. They are reflected in the experiences of our employees every day,” SMHCC vice president for human resources and organizational development Charmagne Adonis said in a press statement.

 “For us, going beyond means creating an environment where every person feels heard, valued, connected, and empowered to contribute. Whether through inclusion, learning, talent development, or engagement, we remain committed to building a culture where our people can grow with the organization and, in turn, help us go beyond what is expected,” she added. 

Competitive bet

For SMHCC, the competitive bet is that investing systematically in people can strengthen both individual potential and organizational performance across its hospitality and conventions business. —Vanessa Hidalgo | Ed: Corrie S. Narisma