Job Description
Reports To: Directors
About the Role The Catalyst Group is hiring a Head of People \& Talent on behalf of its client, Rina’s Hospitality Group, an established and high-growth multi-unit hospitality group.
This is not a conventional HR administration position focused on payroll, attendance, or policy enforcement. Rather, it is a
strategic organizational development and talent engineering role
designed to build the human infrastructure required for aggressive, multi-city expansion.
Reporting directly to executive leadership, you will serve as the chief architect of the group’s
talent pipeline
,
succession planning
, and
leadership bench strength
. Your primary mandate is to answer a critical strategic question
*Do we have the people, capability, and operational leadership to launch new locations without diluting the quality of our existing operations?*
Key Responsibilities
- Conduct
structured evaluations
of existing management and operational teams to map competencies, identify high-potential talent, pinpoint skills gaps, and uncover succession risks across both front-of-house and kitchen operations
- Work backwards from group expansion roadmaps to
project future leadership needs
, determine lead times for talent readiness, and map out internal promotion versus external hiring ratios
- Build
structured succession frameworks
for critical branch, culinary, and corporate support roles so that every new opening is backed by a fully vetted leadership pipeline
- Partner with Operations and Culinary Directors
to establish clear career progression matrices, skill certifications, and leadership development programs to train and promote team members internally
- Drive
end-to-end recruitment
for critical management, specialist, and executive positions where internal successors do not yet exist
- Implement structured performance management, clear KPI tracking, and comprehensive onboarding systems that accelerate time-to-productivity for new hires
- Cultivate high-performance leadership behaviors
, employee engagement initiatives, retention strategies, and employer branding over time to position the group as a top employer for frontline and operational talent
Key Requirements
- Proven track record in Talent Management, Succession Planning, Organizational Development, or Learning \& Development within high-growth, multi-unit environments
- Experience managing or building talent pipelines for large frontline workforces across hospitality, QSR, retail chains, FMCG, banking, or telecom
- Demonstrated expertise in creating competency frameworks, succession plans, and workforce expansion models from scratch
- Practical experience partnering with operational and technical leaders to build skill certification programs and internal promotion tracks
- Commercial and operational mindset that approaches people strategy as a business enabler rather than an administrative compliance function
- Strong executive presence, analytical skills, and communication capabilities to influence leadership and mentor field teams alike