We have an exciting 12-month Fixed Term contract opportunity for an Organisational Development Partner to join our Learning and Talent team. Reporting into the Head of Organisational Development you will play a pivotal role in designing and delivering talent strategies that support the growth and development of the organisation. You’ll be responsible for working closely with the Head of Organisational Development to implement effective talent management, learning and leadership development frameworks. A key part of the role is supporting the implementation and ongoing embedment of a Talent Management System (TMS) while partnering with stakeholders to build a culture of talent recognition and growth.

This is a mobile role, generally one day a week at our head office in Birmingham City Centre and another in one of our businesses.

About us…

Serving with pride since 1898, Mitchells & Butlers are the heart of UK hospitality. In fact, you already know us, even if you don’t realise it! We own and run more than 1,600 pubs, bars and restaurants including the stylish All Bar One brand, legendary Miller & Carter steakhouses, and the iconic Toby Carvery. We are Mitchells & Butlers, and we set the industry standard.

What’s in it for me?

• Company car allowance
• 33% off at all our brands, including our hotels. Whether it’s date night at Miller & Carter or a family roast at Toby Carvery, we’ve got you. covered.
• A pension that pays, where we’ll more than match your contributions (x1.5 of your contributions, up to a maximum of 5% of your salary).
• Private healthcare, dental plan, cycle to work, and keep fit schemes.
•  26 days annual leave plus bank holidays, plus option to buy up to 2 weeks extra holiday.

Opportunity to opt in to Sharesave Plan, enabling you to save to buy shares or have money returned

 

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. We continue to build a culture that values our differences and embraces them as strengths, and we recognise that there is always work to be done.

What will I be doing?

Talent Strategy & Leadership Development

• Collaborate with the Head of Organisational Development to deliver the talent strategy, promoting leadership development and talent identification through a behavioural leadership framework.
• Support line managers to develop their capability as talent managers, equipping them with the skills to identify early potential and create tailored development plans.
• Lead key talent reviews alongside functional directors, ensuring succession into critical roles and identifying imminent resource gaps with the recruitment team.
  
  

Talent Management System (TMS) Design & Delivery

• Support the implementation  of a comprehensive Talent Management System (TMS) that supports talent identification, development, and succession planning across the organisation.
• Collaborate with key stakeholders to ensure the TMS supports seamless user experiences for employees and managers.
• Ensure the TMS remains aligned with the overall talent strategy and continuously evolves to meet business needs, providing valuable insights for data-driven decision-making.
•  Once TMS is established/ embedded, use it to identify skills gaps in the wider org and develop strategies to close these.
• Support the organisation to use TMS and it's data to drive effective talent & development conversations and succession planning.
  
  

Behavioural & Cultural Change Initiatives

• Work with stakeholders to design and implement learning and communication campaigns to support behavioural and cultural change initiatives, particularly through Ignite Projects.
• Support the creation and deployment of programmes that drive sustainable behavioural change, encouraging early and continuous learning interventions throughout key business projects.
  
  

Career Development Pathways

• Continuously review, evaluate, and create talent development pathways, from retail team members to directors.
• Support the design and curation of development programmes to address widespread development needs as identified by workforce planning and talent data.
  
  

Diversity & Inclusion in Talent Development

• Ensure diversity and inclusion principles are embedded into all talent processes and learning programmes, reinforcing the organisation’s commitment to a diverse and inclusive culture.
• Champion diversity in all talent development initiatives, ensuring that all employees have equal access to opportunities for growth and development.
Collaborate with D&I SteerCo to identify and create training or tools needed to continue to drive EDI agenda.

Stakeholder Engagement & Cross-Functional Collaboration

• Build and maintain strong relationships with key stakeholders across departments to align learning and talent strategies with recruitment and operational needs.
• Provide continual support to line managers to identify critical functional learning needs and source appropriate interventions.
  
  

Plan for the future

• Leverage data and insights to identify gaps in the organisation's skill and behavioural capabilities, collaborating with key stakeholders to design and implement tailored learning and development solutions.
Stay abreast of emerging HR technologies and trends, collaborating with the learning design and technology team to leverage innovative tools and to enhance both learning and talent experiences and accessibility.

What do I need?

• Experience of managing the requirements and expectations of a wide population of stakeholders.
• Personal impact and credibility at management level.
• Excellent verbal and written communication skills.
• Self-starter who understands the need to balance focus and flexibility.
• Resilience.
• Experience in operating within a large matrix organisation.
  
  

Qualifications…

• CIPD or equivalent desirable.
• Degree qualified desirable ideally in a business-related subject or psychology.
• Organisational Psychology qualification desirable.

Could you be a great addition to our team? Apply for this Organisational Development Partner role today and we’ll be in touch to explore how you could be part of our exciting future.

Closing date: 11:59pm Wednesday 18th June 2025

Talent Strategy & Leadership Development

Talent Management System (TMS) Design & Delivery

Behavioural & Cultural Change Initiatives

Career Development Pathways

Diversity & Inclusion in Talent Development

Stakeholder Engagement & Cross-Functional Collaboration

Plan for the future