We have an exciting opportunity for a Retail Talent Partner to join our Learning and Development team on a 12-month fixed term contract basis.

If you're passionate about developing and driving talent strategies across our retail business, we’d love to hear from you!

As part of the Learning and Development function, you’ll play a key role in shaping and embedding talent processes that support the growth and progression of our people. This role is central to delivering a data-led approach to talent management at an organisational level—focusing on talent movement, progression, and retention.

You’ll be responsible for implementing robust talent planning processes and governance frameworks that drive efficiency and deliver meaningful outcomes. In addition, you’ll work closely with geographical clusters of Area Managers and General Managers to anticipate succession gaps and develop actionable plans to ensure a strong and sustainable talent pipeline.

Reporting into the Head of Retail Capability & Talent, you’ll support leaders across the Midlands and Northwest. This is a mobile role, so flexibility to travel is essential.

You’ll be well rewarded…

• Company Car.
• Flexible working – to work around the other important things in life.
• Love eating out? You'll love it even more with a massive 33% discount across all our brands, so whether its date night at Miller & Carter or family roast at Toby Carvery we’ve got you covered.  What’s more, you can also choose FIVE of your nearest and dearest and sign them up to 20% family and friend’s discount.
• Never a dull moment - fun, laughs and lifelong friends! 
• On top of all this, we offer; a pension, 26 days paid holiday, high-street shopping discounts; and we even give you free shares! There's also a free employee helpline- to support you with whatever life throws at you.

The Opportunity – Talent Partner

As a geographically aligned resource aligned to Area Managers/General Managers clusters across divisions, you will;

• Use data to identify key areas of focus e.g vacancy best fits, support to achieve aspirational roles, strengthening talent pipelines, Big Stretch support, quick wins and longer term trends across the organisation, across geographies and within Divisions, Brands and Districts.

Using this analysis you will:

• Facilitate cross Brand talent planning sessions to include targeted discussions with clusters of Area Managers and/or General Managers within geographical regions to establish overarching talent gaps and actions to be taken.
• Support individual Area Managers to discuss talent pipelines, actions to improve succession into key retail management roles and build Area Manager capability to be great Talent Managers.
• Provide Talent planning focus on key areas as identified by the business to ensure robust actions and backfill plans are in place. For example, high EBITDAR businesses, remodels or Under Performing Assets.

Working with subject matter experts:

• Liaising with the Recruitment team to build informed gap analysis. Provide challenge on key vacancies, time to hire etc.
• Liaising with the Heads Of People and People Partner (and Area Managerss) to address short term issues and longer- term action plans.
• Liaising with Capability Partners to identify opportunities to develop future talent.

What you’ll need to bring to the Talent Partner role:  

• Hospitality experience is highly desirable.
• Robust coaching skills to identify and address the root cause of challenges.
• Influencing skills to improve performance and general management/leadership skills.
• Experience of managing the requirements and expectations of a wide population of stakeholders.
• Excellent verbal and written communication skills.
• Self-starter who understands the need to balance focus and flexibility.
• Commercial awareness.
• Resilience.

Key Behaviours

• Inspire and Influence. Demonstrate personal impact and credibility at management level. Motivate those around you about what we need to deliver.
• Ability to connect the dots. Help people understand the big picture and share how they’re vital to our performance.
• Help navigate change. Support those you work with through change by taking them on the journey.
• Support Growth. Actively support people to learn and grow. Support those you work with and challenge them to improve. Ask great questions to help people think differently.
• Plan for the Future. Make decisions about talent management processes and succession planning for the good of the individual and the team.

What makes Mitchells & Butlers a great place to work?

To us, a career isn’t just about ‘clocking in’. We really care about our colleagues, and we’re an employer that keeps a promise. In fact, as one of the largest employers in the country, with over 44,000 people working for us, we have the responsibility of valuing every contribution from a diverse workforce that are representative of our guests, and who make us stronger.

Sounds like an opportunity where you could make a difference? Apply for this role today and we’ll be in touch to explore how you could be part of our exciting journey.

Closing Date – 11:59pm Tuesday 9th December 2025