Emerging job profiles: preparing tourism for the future 

Tourism and hospitality are going through major changes. Digitalisation, sustainability goals and unexpected crises are reshaping how organisations operate and what skills they need. To respond to these challenges, the PANTOUR project proposes 11 new job profiles that reflect how roles in tourism are already evolving and what competences will be essential in the future. Within this work, VIMOSZ contributed to shaping profiles that are both realistic and applicable for the sector. 

 How did you develop the emerging job profiles?

The emerging job profiles were created through a long and structured research process between February 2023 and June 2025. The work was based on continuous dialogue with tourism professionals, employers and training experts. Instead of creating entirely new roles, the focus was on identifying how existing jobs are evolving and which new competences are becoming essential across the sector. 

 

What job profiles are the most surprising?

One of the most striking profiles is the Tourism Crisis and Resilience Manager. This role supports tourism and hospitality organisations in preparing for, responding to and recovering from disruptions such as pandemics, natural disasters or political instability. Research on Country Skills Profiles clearly shows that the sector has already recognised the importance of resilience, especially at a strategic level, to protect destinations, businesses and jobs, while maintaining travellers’ trust. 

 

How can SMEs benefit from the handbook?

The handbook is particularly useful for small and medium-sized enterprises, because the emerging job profiles help them respond to digital, environmental and social challenges, while supporting the development of green, social and digital skills among employees. In practical terms, the handbook helps SMEs identify which competences are missing within their team and where targeted training could increase competitiveness. At the same time, they contribute to making tourism businesses more attractive workplaces for both current staff and future talent. Younger generations of workers increasingly expect employers to demonstrate commitment to sustainability, innovation and professional growth. By clearly defining modern competences and career pathways, the handbook helps companies communicate that they are forward-looking and responsive to change. This transparency can strengthen recruitment efforts, employee motivation and retention. 

The emerging job profiles are supported by a portfolio of around 150 short, modular training programmes developed and updated across Europe. These practice-oriented learning units translate competence needs into concrete upskilling and reskilling opportunities, particularly for SMEs that require flexible training solutions. 

 

What is the easiest way to use the handbook?

The handbook is easy to use in practice. For example, employers can rely on it when defining job roles, preparing job advertisements or clarifying expectations. Employees can use it to understand which roles match their skills and what competences they may need to develop if they wish to move into a new position. Lastly, for students and job seekers, the handbook provides specific job descriptions that inform them on their career should they wish to start one in the tourism and hospitality sector.  

 

How are you planning to keep it up to date?

Finally, flexibility is key. The job profiles are not rigid job descriptions but adaptable tools. In a fast-changing environment, continuous research and regular updates are essential, especially for micro and small enterprises where roles often overlap and evolve over time. VIMOSZ intends to follow sectoral developments through national and European cooperation, skills monitoring activities and ongoing dialogue with tourism businesses. 

 

Read the full New Occupational Profiles Handbook..

 

Author: Hungarian Hospitality Employers’ Association (VIMOSZ)