Head of People & Talent

About the role

The Catalyst Group is recruiting a Head of People & Talent for Rina’s Hospitality Group, a fast‑growing multi‑unit hospitality business. This senior role is strategic, focusing on building the talent infrastructure needed for aggressive expansion across multiple cities, rather than routine HR administration.

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 front‑of‑house and kitchen operations.
• Work backwards from expansion roadmaps to forecast future leadership needs, determine lead times for talent readiness, and balance internal promotion versus external hiring ratios.
• Build succession frameworks for critical branch, culinary, and corporate support roles, ensuring every new opening is backed by a vetted leadership pipeline.
• Partner with Operations and Culinary Directors to create career progression matrices, skill certifications, and leadership development programs that promote internal talent.
• Drive end‑to‑end recruitment for critical management, specialist, and executive positions when internal successors are unavailable.
• Implement structured performance management, KPI tracking, and comprehensive onboarding systems to accelerate time‑to‑productivity for new hires.
• Cultivate high‑performance leadership behaviours, employee engagement initiatives, retention strategies, and employer branding to position the group as a top employer for frontline and operational talent.

Required profile

• Proven track record in talent management, succession planning, organizational development, or learning & development within high‑growth, multi‑unit environments.
• Experience building talent pipelines for large frontline workforces in hospitality, QSR, retail, FMCG, banking, or telecom sectors.
• Expertise creating competency frameworks, succession plans, and workforce expansion models from scratch.
• Hands‑on experience partnering with operational and technical leaders to design skill certification programmes and internal promotion tracks.
• Commercial and operational mindset that treats people strategy as a business enabler rather than a compliance function.
• Strong executive presence, analytical ability, and communication skills to influence senior leadership and mentor field teams.