People Business Partner (Talent)

at  Popeyes UK

You’ll be the people lead for all things Popeyes, partnering our Operations Director, Operations Managers and their teams to drive people capability, succession planning, people experience and retention. You’ll champion our ambition to be the most love QSR brand and best place to work in our sector.
The role is key to driving successful operational performance through the delivery of key people initiatives and people performance, aligning the business plan and priorities with the people agenda. This role is primarily focused on talent and our people experience, ensuring that a talent pipeline is in place and we attract and retain excellent people, while having a supporting role in escalated ER cases and performance management.

What you’ll do here:

• Partnering with Operations on all people related matters, enabling our ambition of being the best place to work in hospitality
• Conduct monthly succession planning and people review meetings with your Ops team and support in delivering our annual talent cycle
• Deliver succession plans for all restaurant leadership roles and our top performing sites
• Identifies underperformance quickly and supports the Operations Managers to resolve so people can be successful and are in the right position
• Owns and works in collaboration with Operations Managers and General Managers to identify the root cause of high LTO providing the advice and guidance to reduce attrition so restaurants are successful
• Drive retention of all roles, particularly restaurant leadership
• Act as the go-to for sourcing interventions from the people team and landing these to the restaurant teams
• Working in partnership with the TA team to fill vacancies, particularly for new openings, with a blend of internal and external talent
• Source solutions from L&D to increase capability or enhance career journeys
• Apply a ‘how can we make this better’ mindset, always driving for the best experience, in all sites, in all roles, for our people
• Be a champion for EDI and ensure our site leaders are living our ‘everyone counts’ value
• Conduct workforce planning reviews with your Operations team, to ensure our sites know what talent they need and when and that we can deliver the support to achieve this as needed
• Offer ER support and resolutions to your stakeholders, in conjunction with our central ER and People Operations support team to ensure a harmonious working environment and avoid litigation

What we’re looking for:

• Worked as a people or talent business partner in a multisite, customer facing industry, ideally QSR, hospitality or retail
• Experience within a start-up or hyper growth business, able to work at pace and adapt to changing needs
• Extensive experience in succession planning, talent development and people planning
• Extensive experience delivering talent review cycles
• Have driven retention or reduced turnover within hourly paid teams
• Worked with CoE to source solutions and interventions to enable performance
• Operationally and commercially minded, able to understand and support our operations team in delivering their results
• Be an expert influencer, able to bring people around to your way of thinking
• Able to plan and prioritise effectively
• A CIPD accredited qualification is highly desirable with level 7 preferable

Who you’ll be:

• Curious
• Driven
• Strong communicator
• Highly resilient
• A natural problem solver
• Cares deeply about your people
• Commercial, results driven
• Able to work at pace and with a fast-moving and changing landscape
• Comfortable with ambiguity, but seek support where clarity is needed

• Partnering with Operations on all people related matters, enabling our ambition of being the best place to work in hospitality
• Conduct monthly succession planning and people review meetings with your Ops team and support in delivering our annual talent cycle
• Deliver succession plans for all restaurant leadership roles and our top performing sites
• Identifies underperformance quickly and supports the Operations Managers to resolve so people can be successful and are in the right position
• Owns and works in collaboration with Operations Managers and General Managers to identify the root cause of high LTO providing the advice and guidance to reduce attrition so restaurants are successful
• Drive retention of all roles, particularly restaurant leadership
• Act as the go-to for sourcing interventions from the people team and landing these to the restaurant teams
• Working in partnership with the TA team to fill vacancies, particularly for new openings, with a blend of internal and external talent
• Source solutions from L&D to increase capability or enhance career journeys
• Apply a ‘how can we make this better’ mindset, always driving for the best experience, in all sites, in all roles, for our people
• Be a champion for EDI and ensure our site leaders are living our ‘everyone counts’ value
• Conduct workforce planning reviews with your Operations team, to ensure our sites know what talent they need and when and that we can deliver the support to achieve this as needed
• Offer ER support and resolutions to your stakeholders, in conjunction with our central ER and People Operations support team to ensure a harmonious working environment and avoid litigatio