L&D Manager

Learning & Development Manager

Central London · Full time · Permanent · Up to £50,000 plus bonus

Reports to: Head of People & Culture

Location: Support office, central London, with regular travel between sites

Hours: Full time, including some evenings and weekends

Salary: Up to £50,000 per annum, plus bonus

About us

Brother Marcus is a group of East Mediterranean all-day dining restaurants in London. Our mission is to bring joy through our love of East Med hospitality — and to have fun while we're doing it.

We are growing, and we want the experience of joining us and learning here to be as good as the food. That is what this role is for.

Our values

• Integrity — We make the right decisions, not the easy decisions.
• Humility — We put the guest, the team, and the business ahead of ourselves.
• Persistence — We show up and keep going when things get hard. As we grow, we believe we should be getting better too.
• Joy / Kefi — We bring warmth and joy into everything we do. Kefi is about caring deeply, taking pride in our work, and creating moments that make people feel genuinely happy.
• Curiosity — We ask questions before we make assumptions. Curiosity helps us learn, improve, and understand people, food, and culture more deeply.

The role

We are recruiting a Learning & Development Manager to own how our teams are welcomed, inducted and trained across every site — front of house, kitchen and bar.

At the heart of it is one aim: to create people with a real understanding of hospitality. That starts with making everyone the best they can be in the role they are in — whether they want to manage one day or never, being brilliant at your own job is the point.

And for the people who do want more, we build the route: personal growth, career pathways and management opportunities across every area of the business, from someone's first day through a whole career. We grow our talent, our managers and our leaders internally.

That means standards, first and last. A clear standard for every role, consistency so a guest gets the same quality in any of our restaurants, a real depth of knowledge of our food, our drinks and our service, and hospitality people remember and come back for.

You will work closely with our Head of People & Culture on the design and structure of training and development overall.

You will also deliver much of it yourself at first. As it beds in, your focus moves to equipping our general managers and their teams to run induction and training themselves to the standard you have set, freeing you to concentrate on deeper development work.

What you'll do

Induction and onboarding

• Own the first six weeks for every new starter, in every site
• Make sure nothing is outstanding before day one — contract, right to work, rota, uniform and a named buddy
• Run welcome days alongside our Engagement Manager
• Hold structured check-ins at week two and week four, and review probation on time
• Assess each new starter at six weeks against training completed, knowledge, conduct and our values, and record it

Training

• Set the standard for every role, and design the training that gets people to it and keeps them there
• Design, write, deliver and evaluate all training — compliance and knowledge
• Cover service and hospitality standards, product, food and drink knowledge, introductory management training and statutory modules
• Drive consistency across sites, so the standard is recognisably the same wherever a guest sits down
• Build the training behind every new menu, initiative and site opening
• Own our learning platform and the training architecture on it: content built once and reused, pathways that flex by role and site, and continual improvement of how we build and deliver
• Support kitchen and bar operations — our Operations Chef and bar team deliver their own training; you build the platform, process and pathways they work within

Career pathways

• Make sure everyone can get to the top of the role they are in, whether or not they want to progress beyond it
• Create and publish a clear progression map from entry level to first-line management for those who do
• Cover every role front of house, back of house and behind the bar, with defined criteria at each step
• Set out the training required to move between steps, and make sure it is available
• Build broad hospitality understanding into every step, so people grow as all-rounders rather than only in their own section
• Identify and prepare people who are ready for management development

Systems and compliance

• Own our learning and recruitment systems and the records they hold
• Maintain training currency, completion and a clean audit trail across every site
• Report on completion and compliance monthly

Recruitment support

As we grow, getting the right people in and trained quickly matters more than ever. For an initial period this role also carries recruitment, handing it back to the sites as the method beds in.

• Own and relaunch our recruitment method: a structured, values-based interview process with clear scorecards
• Train every hiring manager to use it, and support them through their own hiring
• Manage our applicant tracking system, including right-to-work and compliance documentation
• Lead recruitment personally for management, senior kitchen and senior bar roles, and for new site openings
• Hold the standard: where a candidate is not right, say so clearly and evidence why

How the role is measured

• Induction completion — Percentage completing the six-week journey on time, by site
• Training completion —Reported weekly across all sites; percentage fully signed off as competent at six months
• Compliance —Statutory training completion, target 100%, reported monthly
• Internal progression —Percentage of management vacancies filled internally
• New starter retention —Percentage of new starters still with us at 90 days

Experience

• Learning and development experience within hospitality — this is essential; we need someone who knows our industry, not a generalist
• Management experience in a restaurant — also essential. You have run a section, a shift or a site, and you understand service, hospitality standards, how a restaurant works and what kind of people we need in it
• A track record of designing and building training, and of delivering it well
• Experience running learning through a digital platform, with data to show completion
• Experience of structured, competency-based recruitment, and of coaching managers to interview well

Skills and knowledge

• Strong communication and presentation skills, with the ability to hold a room and keep people interested
• Coaching and influencing skills — much of this job is getting other people to do it well
• A genuinely high bar, and the patience to hold people to it
• Confident holding a standard and explaining a difficult decision clearly
• Highly organised, able to keep multiple sites and starters on track at once
• Comfortable working to clear measures and reporting on them
• Good working knowledge of applicant tracking and learning management systems

Education and certification

• CIPD qualification, or working towards one, preferred
• A training or coaching qualification is an advantage

What we offer

• Up to £50,000 per annum, plus bonus
• 100% discount on food and drink across our restaurants when visiting outside working hours (service charge only)
• An Experience Voucher when you join — dinner for two with drinks, so you see us as a guest does
• YuLife membership: 24/7 GP appointments, mental health support and wellbeing rewards you can redeem with brands like Amazon, Nike and ASOS
• Cycle to Work scheme after three months
• 15% off Maltby & Greek products
• Private healthcare through AXA after a year, for eligible team members
• After two years, a return flight worth up to £200 to Crete, Thessaloniki, Athens, Kos or Istanbul
• Summer party, festive celebrations and socials through the year
• Benefits are non-contractual and reviewed from time to time.