Graduate Programmes CORPORATE GRADUATE SCHEMES PROSPECTUS

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1 Graduate Programmes CORPORATE GRADUATE SCHEMES PROSPECTUS Fantastic career opportunities with one of the UK s largest operator of restaurants, bars and pubs.

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3 About Mitchells & Butlers Mitchells & Butlers plc is a member of the FTSE 250 and runs some of the UK s best-loved restaurant and pub brands including All Bar One, Harvester, Toby Carvery, Browns, Miller & Carter, Vintage Inns and Sizzling Pubs. Our vision is to run businesses that guests love to eat and drink in and, as a result, grow shareholder value. Our strategy to achieve this vision has five key elements: Focus the business on the most attractive market spaces within eating and drinking out. Develop superior brand propositions with high levels of consumer relevance. Recruit, retain and develop engaged people who deliver excellent service for our guests. Generate high returns on investment through scale advantage. Maintain a sound financial base. Chips away We sell 14,000 tonnes of chips a year which is the weight of 186 space shuttles! As keen as custard We sell around 900,000 litres of custard a year, which is the equivalent of 12,000 full bath tubs. Easy peasy The weight of frozen peas that M&B buy each year is equal to 240 double decker buses 3

4 Our market Mitchells & Butlers operates pubs and restaurants in a very established market (pubs have been around a while!), but this does not mean things are static, the opposite is true in this fast paced dynamic market. To succeed in such a dynamic market place we aim to capitalise on: Growth in branded outlets Continued growth in eating out Consumers continued focus on value Consumers demand for eating out at any time of day Our vision What we want to be famous for Our mission What we set out to achieve Values How the business behaves Guests love to eat and drink with us Consistently deliver great service to our guests to drive repeat visits and recommendation, while delivering great financial results and shareholder returns Passion Respect Innovation Drive Engagement 4

5 Our market opportunities 5 Upmarket social Special 1 2 Family We operate a wide range of brands and formats which offer food and drink across a broad spectrum of price points and occasions, from a casual meeting with friends to special occasion dining. We have identified five market spaces accounting for around half of the 78bn eating and drinking-out market on which to focus Special Browns Miller and Carter Vintage Inns Premium Country Pubs Family Harvester Toby Carvery Everyday social Ember Inns Heartland 4 3 Everyday social 4 5 Heartland Upmarket social Crownhouse Oaktree Pubs All Bar One Castle Sizzling Pubs O Neill s Nicholson s Alex 5

6 Our People Our 44,000 people are vital to the successful running of our businesses. Our approach to our people is therefore to: Our Practices Our practices refer to the way in which we approach all of our key activities. Recruit Recruit the right people at all levels of the organisation. Safety Our approach to safety is our first and most important priority in operating our businesses. Induct and train Induct and train our new people to see them through what can be a steep and pressurised learning curve. Our Guests: Each of the 135 million meals and 435 million drinks we serve each year is aimed at delighting our guests. Technology Our practices rely on us staying relevant in our approach to technology. Our Profits Through delivery of the above priorities, we will grow the same outlet like-for-like sales in our existing estate. Retain Retain our people by helping them build a career that works for them. Suppliers We work with our suppliers to deliver the best products at the best value to our guests. Our business model Our business model focuses on the principle that by operating with the best people and with the best practices, we will deliver outstanding experiences to our guests and generate sustained value to our various stakeholders. 6

7 Our history 1990s As tastes change, food becomes key to our sales. Our first O Neill s opens in Aberdeen and our first All Bar One in Surrey. We acquire Harvester, Browns and 550 pubs from Punch s 2000s Bass plc becomes Six Continents plc. Three years later, the pub division lists separately to become Mitchells & Butlers once again. We pursue a strategy of operating large, food-led businesses, from acquiring 239 pub restaurants frm Whitbread plc and exchanging 44 pub restaurants for 21 hotels Two Midlands brewing and pub empires merge to form Mitchells & Butlers. 2000s 1960s 1960s We merge with Bass, Ratcliff and Gretton Ltd then Charrington United, before becoming Bass plc. 1980s s We run 7,000 pubs all over the UK, with beer by far our biggest seller. The business splits into separate brewing and retailing divisions called Bass Brewers and Bass Taverns The disposal of 333 Town and Community pubs to Stonegate Pub Company is announced. This is quickly followed by the purchase of 22 Ha Ha Bar & Grill businesses, which paves the way for more conversions to the hugely successful All Bar One and Browns brands We acquired the majority of the Orchid Pub Group, including 173 predominantly freehold pubs and the Orchid head office. The opportunity to acquire these businesses from Orchid has expanded Mitchells & Butlers share of the growing eating out market and reaffirms our position as the leading restaurant and pub operator in the UK. 7

8 About the scheme Mitchells & Butlers corporate graduate schemes are designed so that each graduate s development plan can be personally tailored in partnership with their line manager. Each graduate gains the benefit of a tailored programme that flexes to their individual development needs and also allows them to become involved in real business projects. Whilst the ability to tailor the programme is critical to maximise each individuals learning experience, we provide a framework that ensures graduates are given equal opportunity and learn the necessary technical skills for their chosen discipline. There are 3 main elements to the scheme: Placements Technical skills Development workshops Placements are incorporated into each scheme to offer breadth of experience and develop overall capability. All graduates complete a pub/restaurant placement from the second week onwards. This is compulsory and offers real insight into our teams and our guests. Mitchells & Butlers offer the corporate graduate scheme in the following disciplines: Area Management Finance Human Resources Marketing The schemes vary in length but the learning objectives are the same. The overarching objective is to equip graduates to progress their careers within an organisation that offers a wide variety of opportunities. The opportunity provided by the programme itself must be equalled by the graduate s own drive and performance. Commitment, determination and resilience will be required in equal measures. Throughout the scheme progress is measured, with reviews at the end of each placement and a more formal full review with the graduate s line manager twice a year. 8

9 My initial experience of being an operations graduate at Mitchells & Butlers has been invaluable. I have been given wide exposure to different functions in the business and given exceptional responsibilities within my first 12 months. Whether it was developing Miller & Carter s drinks range for the marketing team or updating Harvester s new induction process with the HR team, every project I have lead has helped me gain new skills, meet new people but also given me the opportunity to drive activity that has a lasting effect within the company and with our guests. No doubt, the scheme requires hard-work, commitment and passion (cliché, but true!) however it is a very rewarding and enjoyable role. I m very excited for the year ahead as I prepare to become an Area Manager, lots of development still necessary, but I m looking forward to the challenge. James Area Management Graduate So far, my favourite placement has been my 4 month operational placement. I found it great to work as part of a team on the front-line delivering business performance and brand standards especially throughout the busy Christmas period. It s a great time to familiarise yourself with one of our businesses performing different roles and having direct interaction with our guests. It s a physically demanding placement and no day was ever the same but what I liked most about it was that you got the opportunity to build some great friendships with team members and mangers alike.

10 Area Management Overview This scheme is designed to quickly get graduates to their first appointment as an Area Manager, whilst ensuring they don t miss out on any critical learning experiences. The scheme provides a fast track through on the job learning on-site in our pubs/restaurants and placements within our corporate functions helping to form networks and plan your future career with Mitchells & Butlers. Placements/timeframes may vary according to the tailoring for each individual. Job Hold: A job hold allows for timely on-the-job coaching and development. Graduates will be doing the role but are supported and coached by an experienced role holder. Job Shadow: A job shadow gives graduates specific exposure to a target role, whereby they work alongside someone already doing that role. It usually lasts for a minimum of 4 weeks. Human Resources Human Resources Timeframe Week 1 Month 1-3 Months 3-6 Months 6-9 Month 7 Months 9-10 Months Months Month 16 Months Month 20 Month 24 + Month 24 Programme Induction week Pub placement Marketing placement Operational practice placement Half year review Assisted Pub hold Human Resource Hold Finance Hold RBM job Shadow Mini District Hold Development centre Full District Hold and end of scheme Scheme ends 10

11 Human Resources Overview This scheme is designed to quickly get graduates to their first appointment within Human Resources, whilst ensuring they don t miss out on any critical learning experiences. The scheme provides a fast track through varying aspects of the Human Resources function and the opportunity to study towards a professional qualification (CIPD), which is expected to be completed within 2 years of joining. Placements and timeframes may vary according to the tailoring for each individual. Timeframe Week 1 Weeks 2-4 Months 1-5 Months 5-7 Month 7 Months 8-10 Months Months 12+ Month 13 Months Month 18+ Month 24 Programme Induction week Pub/restaurant placement Brand HR placement (generalist HR) Recruitment placement Half year review Learning & Development placement Flexible placement (e.g. Employee Relations, Compensation & Benefits) Professional study for CIPD qualification End of year review Final placement (flexible depending on target role for first appointment) Interview and appointment to first role Scheme ends 11

12 The M&B finance graduate scheme gave me the opportunity to experience several roles across the finance department; working closely with the rest of my team to support colleagues in the Support Centre and the Operators. Focussing on the development of technical skills whilst nurturing leadership pre-requisites, the scheme provides both the scale and scope for you to progress, alongside achieving a globally recognised accounting qualification. Becky Finance Planning & Analysis

13 Finance Overview The Finance Graduate scheme is designed to develop future rounded finance professionals whilst working within one of the UK s most exciting sectors. To achieve this, you ll be placed in our Brand Finance Team where you ll be responsible for delivering key information, analysis and insight into the wider finance team and organisation. The role will be varied, it will flex to facilitate gaining relevant experience and knowledge of our business and our wider Finance department. This is a great opportunity to develop your experience in business and your commercial and financial understanding. Alongside this the organisation will fully support a professional accounting qualification (CIMA or ACCA) via BPP Professional Education this will take between 2 to 3 years dependent on the candidate s previous qualifications/experience. Your first role post qualification will come normally after 2-3 years, this will be an upweighted role with greater responsibility within the Finance Team that should recognise your personal and professional development. This role is office based at our Retail Support Centre in Birmingham. 13

14 Marketing Overview This scheme is designed to quickly get graduates to their first appointment within Marketing, whilst ensuring they don t miss out on any critical learning experiences. The scheme provides a fast track through varying aspects of the marketing function. Alongside this, graduates will be expected to participate in continuous capability development through internally organised activities. Placements timeframes may vary according to the tailoring for each individual. Timeframe Week 1 Weeks 2-4 Months 2-7 Month 7 Months 8-13 Month 13 Months Month 18 Months Month 23+ Month 24 Programme Induction week Pub/restaurant placement Marketing Services placement - Digital Half year review Brand Marketing placement Full year review Marketing Services Placement - PR Half year review Brand Marketing Placement Interview and appointment for first role Scheme ends 14

15 Development Workshops Whichever scheme is chosen and alongside the technical skills for the role, at Mitchells & Butlers we provide additional workshops that offer challenge, intellectual stretch or skills with a focus on developing leadership capability. Content is varied and reviewed annually but typically might look like this: Timeframe Programme Week 1 Induction week This is an opportunity to learn about the company, the all-important transition from campus to corporate and tips for personal impact. Activities across the week are designed to help meet graduates from other disciplines and work alongside them. Furthermore, this week provides the opportunity to network with senior leaders and other Mitchells & Butlers colleagues. Months 2-3 Development Workshop 1 This workshop looks at self-awareness and personal impact on others. Months 4-5 Development Workshop 2 This workshop looks at Personal Excellence including topics such as managing yourself, productivity and prioritisation, assertiveness and life compass. Months 7-8 Development Workshop 3 This workshop focuses on business influencing skills. Months 12+ Graduates will be invited to join the first time line manager programme Stepping into Management which is a modular programme delivered over 6 months to help build effective people management skills. End of scheme transition Graduates will be offered 1:1 development discussions with a learning and development expert for up to 2 years of their scheme start date or their scheme end date if this exceeds 2 years. During this time graduates will also be invited to networking events with key stakeholders as well as Thought Leadership Sessions. At the end of the graduate scheme, there is a workshop to ensure that graduates are equipped to manage their own development and drive their careers using the wide variety of resources available at Mitchells & Butlers, e.g. coaching, mentoring, 360 degree feedback tool. 15

16 Other Support To help graduates in their journey the following is in place as support: Buddy assigned from the outset. This is a graduate from the year above who works in similar discipline and can answer questions about the scheme, the company, how things work and what to expect. Line Manager assigned from the outset. This is a senior manager and usually a specialist in the chosen career area. They meet with the graduate regularly, help plan placements, complete formal reviews, coach and mentor the graduate through the scheme. Placement Manager assigned for each placement. This is an experienced individual in the placement function. They help to set clear placement objectives and provide on the job coaching and feedback in order to develop capability. They are the graduate s day to day contact whilst in placement and also review the placement objectives and placement progress. Coach - optional. At Mitchells & Butlers, a culture of coaching is encouraged to help individuals develop their performance. Coaches can be assigned at any time, at the graduate s request. They can help to work through difficult situations or help to stretch performance. Specific objectives for coaching are contracted directly between the coach and graduate. Mentor optional. As part of the scheme, graduates will be introduced to the benefits of mentoring and how to get the best out of a mentoring relationship, however, participation outside of the line manager relationship remains optional. Where this is requested by the graduate, they will be assisted with introductions to potential mentors. 16

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18 About Applying: We recruit to our future talent requirements, this means we can make changes to the amount of spaces available. Its best to check our website for the most up to date information. This year our application opens in September and recruitment takes place through to March, with a potential top up season throughout April and May. The initial closing date for applications is the end of January. However, any extensions to this will be listed on our website Application Process: Apply online at Complete our online application form (you will have a personal log in so that you don t have to complete in one sitting). Successful candidates will then be invited to complete an online verbal and numerical test. The next step is a video interview with one of our recruitment team. Successful candidates will then be invited to a Discovery Day, this is our first stage recruitment event. The day is assessed by our in house recruitment team and some of our current graduates. Our final stage assessment event then takes place with candidates selected for roles by our leadership team. Final offers are then made. If you have any questions or queries about applying, please contact: support.forgrads@mbplc.com 18

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20 Mitchells & Butlers plc 27 Fleet Street Birmingham B3 1JP Tel: +44 (0) Fax: +44 (0)