In QFM our People are what makes us who we are…. So, forget the stereotype of HR as the department of paperwork and awkward chats, we exist to ensure our teams get the best experience as our guests.
Growth
Every single day, across every brand, the question we ask, how do we turn today’s Team Member into tomorrow’s Restaurant Manager, and tomorrow’s Restaurant Manager into someone running an Area.
Spotting the spark
Walk into any restaurant on a Friday night and you’ll see it. The team member who naturally takes charge when it’s slammed. The one who trains new starters better than the manual does. The one everyone quietly turns to when something goes wrong. That’s not luck. That’s leadership, hiding in plain sight, and finding it before someone else does is half the fun of this job.
Building the ladder, not just talking about it
A pathway from Team Member to shift leader to Restaurant Manager only means something if it’s real. So, the work is relentless: development programmes that fit around actual shifts, not theory. Coaching that happens on the floor, not in a classroom. Career conversations that ask “what do you actually want” instead of assuming everyone wants the same thing.
Numbers that tell a story
We spend time analysing data, and listening to our teams, because we don’t decide to land things because they look good on a wall or on a poster, it only goes to execution if it will add meaning value to our teams and the business.
Making the day itself better
The balance of the day in People and Culture, what it feels like to work a shift, day in, day out. Is the rota fair. Does the first week feel like a warm welcome or a scramble. Is there a moment on shift where someone feels genuinely appreciated, not just clocked in and clocked out. Small things, but they’re the difference between a job someone tolerates and a job someone tells their mates about.
Great employee experience isn’t a survey once a year. It’s the onboarding that makes day one feel like the start of something. It’s recognition that lands the same week someone goes above and beyond, not months later. It’s listening properly when something isn’t working and actually changing it, not just noting it down. Get this right and retention looks after itself, because people don’t leave jobs where they feel seen.
Why it never gets old
This is a team built on compounding wins. Grow one great leader and they go on to grow ten more. Get the culture right and the business practically builds itself, one promoted team member at a time.
Never dull. Never predictable. Always about turning potential into performance, one shift, one person, one promotion at a time.
