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Key skills in this ad
Skills and tools
Employee relations
Employment law
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About this role
75B, Verde, 10 Bressenden Pl Westminster London SW1E 5DH
Hello, we’re Pret
Proud makers of freshly made food, organic coffee and big ideas. Across 750+ shops and 20+ countries, our teams are shaping the future of Pret through innovation, inclusion, great customer service and a shared passion for doing the right thing. We’re growing fast on our mission to be the hospitality employer of choice everywhere we operate – so it’s an exciting time to hop on board.
Make job search work for you
Turn a broad, stressful search into a focused weekly routine.
Pret is where passionate, hardworking, wonderful people (like you!) find what they need to shine. Growth is at the heart of everything we do – from supporting our people to grow in confidence and skills to pursue their unique paths, to figuring out how to make our food and coffee even more delicious and accessible.
What we’re looking for
We’re looking for passionate team players to bring joy to our customers every day starting with the teams that serve them.
As a People Business Partner, you’ll act as a trusted advisor to our UK Equity Shops, aligning business goals with people strategies. Reporting to the Senior People Business Partner, you’ll partner with Operations leaders to drive engagement, talent development, well-being, and organisational effectiveness ensuring Pret continues to deliver operational excellence through its people.
The role will have direct line management responsibility for People Advisors and play a key role in coaching and developing the People Advisors, setting clear priorities and standards to deliver consistent, high-quality support to Operations.
Your mission? To make sure every Operations team has the right people, in the right roles, at the right time with clear succession plans, strong bench strength, and “aces in places.” You’ll help align our HR strategy with operational goals, helping our shops deliver exceptional results while building a culture grounded in well-being, equity, and consistent, high-integrity employee relations.
Strategic Partnering
Build strong, credible and influential relationships with the Head of Operations and Operations Managers, acting as a trusted advisor to develop and deliver people strategies that drive business performance and support operational objectives.
Performance
Partner with the Operational leadership team to foster a high-performance culture, embedding accountability for both the ‘How’ and the ‘What’ across all levels of operations.
Coach and upskill leaders to effectively manage performance, ensuring high standards are maintained through robust performance coaching, development and intervention where required.
Monitor, analyse and report on key people metrics, including turnover, absence, performance and engagement, identifying trends, risks and opportunities, and driving data-led actions to improve business outcomes.
Ensure a consistent and fair approach to performance management, recognising and rewarding high performance while addressing underperformance effectively and in line with company policies.
Design and facilitate high-impact manager training focused on coaching, feedback, ER fundamentals, and inclusive leadership—delivered in bite-sized, on-the-job formats.
Talent:
Use insights and analytics to support the Operations leadership team to shape workforce planning and decision-making
Optimise succession in our shops maintaining a clear, simple view of "ready now/ready soon" talent from Leader → Assistant Managers (Ams) → General Managers (GMs), including cross-training needs and development actions.
Manage talent cycles for Ops and GMs, running monthly performance calibrations to assess potential, address gaps, and ensure timely Performance Improvement Plans where needed.
Engagement & Culture
Analyse engagement and pulse survey results; create actionable plans that drive meaningful improvement within your region.
Employee Relations
Oversee management of complex and sensitive ER cases including investigations, disciplinary matters, grievances, absence, capability and appeals within your region. ensuring early, fair, and compliant resolution.
Manage Employment Tribunal claims, coordinating case preparation, evidence and responses with legal advisers and relevant stakeholders.
Support policy implementation and updates to ensure compliance with UK employment law, ACAS, and Pret standards.
Guide restructures, TUPE, and organisational change as needed.
Identify emerging ER themes and recommend improvements that reduce business risk, cost and repeat issues.
Build constructive relationships with trade union representatives, supporting consultation, employee representation and collective matters
Benchmark practices against peers’/industry standards and recommend innovative people solutions.
What success looks like
Early retention: Successful Starts (Stay employed on the first 3 months since joining at 75% or above, with recovery plans for shops materially below target.
Retention: Annualised shop turnover below 50%, progressing towards 45% for frontline roles and reducing high-turnover hotspots.
Attendance: Rolling sickness at 7.0 days or fewer per employee, supported by accurate recording and consistent manager action.
Engagement: Measurable improvement in engagement and priority drivers, with action plans for all bottom-quartile shops.
ER Health: Faster, higher-quality case resolution, fewer aged cases, increased appropriate informal resolution and no material procedural failures.
Manager capability: 90% of managers meeting the agreed performance standard, with timely interventions and development plans for those below it.
Talent and structure: Credible GM, AM and Operations succession coverage, strong internal progression and Family Tree compliance above 90%.
Compliance: Zero unmediated critical right-to-work or under-18 breaches, with working-time exceptions investigated and repeat breaches reduced.
Experience:
HR/People Partnering in QSR/retail/hospitality or similar high-volume, multi-site environment.
Strong ER/Policy grounding with UK employment law; comfortable with complexity and pace.
Data-driven and pragmatic: can translate dashboards into store-level actions that managers use.
Excellent relationship skills: able to influence Ops leaders and keep things simple.
Clear, inclusive communication spoken and written.
Life at Pret
In the office
Our offices are where teams come together to collaborate, connect and bring great ideas to life. Wherever you're based, you'll find:
Individual ways to grow: fully funded professional qualifications, leadership development and informal and formal mentoring
Diversity & belonging: Everyone’s welcome at Pret – you’ll be valued for who you are and supported to feel confident in yourself and your skills
Pace & variety: Build a diverse skillset, meet some new people and learn (a LOT)
Community & purpose: We work together to creative positive change through the Pret Foundation
Our values
Be kind, honest and generous: bring genuine warmth and your authentic self to work every day
Bring your passion: share our passion for food and exceptional customer service
Spread joy every day: small acts of kindness are a big part of what makes the Pret experience special
The perks
A Gold Card! That means when you’re in the office, your food and drinks are on us. And when you’re not, you get 5 free drinks a day and 50% off everything else
33-38 days of annual leave (increasing with service)
Free private medical aid cover – with the option to add a loved one
4-5% pension contribution (increasing with service)
Life assurance at 3x your annual salary
Loyalty awards to celebrate every 5 years you’re with us
And more – think: a flexible benefits platform, season ticket loans, a healthcare cash plan, mortgage services, financial wellbeing provisions, option to take a sabbatical after 3 years and opportunities to support our incredible charity, the Pret Foundation.
The Pret interview journey
Step one: apply! Please don’t overly rely on the use of AI, we want to get to know you, not a robot.
Then, if we move forward with your application, we’ll start the process with a 30-minute chat, so we can better understand your experience and skills. The next stage is to pop into our Head Office, where you’ll have a one-hour interview with the hiring team.
Those are the basics, but depending on the role, we might ask you to complete a task, spend time in our shops or meet someone else in the team.
Throughout it all, you are entitled to reasonable adjustments if you have a disability. If this is the case, please let us know how we can help make the process more accessible for you.
At Pret, everything starts with people. Whether you're in our shops, support centre or digital teams, you'll join a business that moves fast, cares deeply and gives people room to grow.
[Life in our Shops](https://www.pret.co.uk/en-GB/life-in-our-shops)
[Life in our Support Centre (75B)](https://www.pret.co.uk/en-GB/life-in-our-head-office-75b)
Great customer experiences start with great teams. Explore the diverse career paths, skills and opportunities across our shops and Support Centre, and learn how our people bring the Pret experience to life every day.
[Our Teams in Shops](https://www.pret.co.uk/en-GB/our-teams-in-shops)
[Our Teams in Support Centre](https://www.pret.co.uk/en-GB/our-teams-in-head-office-75b)
Whether you're here for a short stint or the long game, there's a career path for you at Pret. We provide opportunities to learn new skills, take on fresh challenges and build a career you'll be proud of.
[Our Rising Star Programme](https://www.pret.co.uk/en-GB/rising-stars)
That’s for our people, our communities and the planet. We strive to make the kindest choice with the most positive impact wherever we can – and we’re looking for passionate people who can help us keep that spirit alive as we grow.
[Read Gender Pay Gap report](https://assets.ctfassets.net/4zu8gvmtwqss/1OSPur0jLyTzeOwGID8y1z/a39889df782a743f0eceb74a69c15864/Pret_Pay_Gap_Report_2025.pdf)
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