To ensure bpha provides the best service possible, we know that we need to have the best employees possible. 

As an Investor in People accredited organisation - with an excellent report received in 2004 - bpha is committed to supporting and developing its people and its strong focus on learning and development is a key strength in helping it to attract and retain a skilled and motivated workforce. bpha encourages all employees to develop their knowledge, skills and attitudes to achieve their fullest potential and wants everyone to find their jobs challenging and satisfying.

bpha values its diverse workforce and tries to make the best use of everyone's contribution and is strongly committed to its core value of equality and diversity, and encourages training and developing of its people to support and enhance this commitment. We aim to work in an environment of professionalism, integrity and fairness.

This is an exciting time to join us as we grow and diversify and adapt to new ways of working to help us achieve success. bpha aims to employ people who share in its core values.

We are proud to have achieved the Positive About Disabled logo and are committed to supporting disabled applicants for employment. All disabled applicants who meet the minimum criteria for a job vacancy will be shortlisted and considered on their ability.

Click here to download our comprehensive guide to working for bpha or continue reading for a summary.

It's a great place to work

bpha prides itself on being seen as 'an employer of choice', not just in the local community but nationwide.

bpha will keep its people up-to-date on the changing world of housing and will support you in your desire to improve your skills. In return bpha expects you to share our vision and values, demonstrating your commitment and hard work.  

Our 2003 staff survey demonstrated that staff liked working for us and enjoyed high levels of job satisfaction. Our performance was above average compared to other housing associations and compared favourably to the private sector.

Benefits of working for bpha

Working for bpha will be both enjoyable and rewarding. We offer an excellent competitive recruitment benefits package which includes:

• Upper quartile salaries (and annual cost of living review)
• Excellent holidays - 25-30 days a year plus three additional days leave at Christmas/New Year
• Final salary pension scheme
• Family friendly policies
• Working towards a flexible working strategy
• BUPA and life assurance
• Career and sabbatical breaks
• Opportunities for development and professional training
• Childcare vouchers
• Car parking

Competency-based recruitment

bpha is committed to recruiting the best people and has developed a competency based recruitment process to achieve this.

bpha has a set of personal core competencies. These are a set of descriptions of personal behaviours required by people in their workplace, defined and supported by examples of behavioural indicators. They are designed to ensure that we attract, select and recruit the people most able to do the job, those who have the required behavioural competence to help the organisation to strive for, and meet, its objectives.

To view the competencies, please click here. For our guidance to job applicants, please click here.

Competencies will be used in three main ways:

• To determine what BPHA wants and needs from the post-holder
• To help potential applicants determine if the job is for them
• To facilitate the selection process, including interview

If people can demonstrate that they have a particular competency, they do not necessarily need to have specific experience. It also means that we will be able to open up more of our external recruitment to people from outside the housing sector.

People with Disabilities

We want to help disabled people at work and are an accredited user of the “Positive About Disabled People” symbol. To achieve this we have made five specific promises:

• A guaranteed job interview. To interview all applicants with a disability who meet the minimum criteria for the job vacancy and consider them on their abilities.
• Consulting employees with a disability. To ensure there is a mechanism in place to discuss at any time, but at least once a year, with disabled employees what can be done to make sure they can develop and use their abilities.
• Retaining people who become disabled. To make every effort when employees become disabled to make sure they stay in employment.
• Developing awareness. To take action to ensure that all employees develop the appropriate level of disability awareness needed to make our commitments work.
• Reviewing progress and keeping people informed. Each year we review the five commitments and what has been achieved, plan ways to improve on them and let all employees know about progress and future plans.

We work closely with the Jobcentreplus and Access to Work to support any employees gain or remain in employment.