Bellway

The group has long had a reputation as a good employer, taking a personal interest in its workforce. We retain our family values to this day, treating people as individuals and supporting the learning and progression of staff, and wherever possible growing our own talent.

About Bellway

In just over 70 years, Bellway has grown from a small, family-owned firm to one of the most successful house builders in the UK. Today we directly employ more than 2,750 people and have earned an enviable reputation, built on the pillars of quality, service and trust.

bellway 70 years logo

Core values

As one of the UK’s largest house builders, our aim is to provide high quality, new homes in desirable surroundings, which have been constructed in a socially responsible manner. A sustainable approach to construction isn’t just beneficial for the environment, it makes commercial sense and brings benefits to our shareholders, customers, employees and the local community. In line with this aim each division’s local charity budget includes an allowance for supporting a specific local community project.

Our long-term group approach to corporate responsibility (CR), branded as Bellway4Good, considers the interests of our diverse stakeholder groups to ensure we make positive social, environmental and economic contributions across our business. 2018 has been a successful year so far for Bellway4Good with a record 98% of all Bellway waste being diverted from landfill and over £780,000 raised for our charity partner Cancer Research UK.

Bellway is also a proud member of the 5% club and we are committed to achieving 5% of the workforce being in “earn and learn” positions within five years, however we expect to achieve this during the financial year 2018/19.

Our people

Bellway Worker

The group has long had a reputation as a good employer, taking a personal interest in its workforce. We retain our family values to this day, treating people as individuals and supporting the learning and progression of staff, and wherever possible growing our own talent.

We recognise that a personal approach matters to people and this is reflected in all we do, from the open-door policy of the leadership team to the flexible range of rewards and benefits available to our staff.

As a result, many employees have spent a large proportion of their working lives with the group, as evidenced each year at the annual long service awards, where service of 20 and 30 years is not uncommon.

Our customers

Bellway Colleagues

Our high standards of service and build-quality is endorsed by our customers, 9 out of 10 of whom would recommend buying a new home from Bellway to a friend. Although a major developer, we have not lost sight of what is important to our purchasers. Operating via 20 regional divisions and employing local people allows us to stay close to our customers and take key decisions about design, materials and specification in response to local demands. This is another example of how, by putting our customers at the heart of our business, we have built a reputation you can rely on.

Rewards and benefits

The company offers pension and life assurance benefits, a private medical scheme, childcare vouchers and a Save as you earn share scheme.  A company car or cash allowance alternative is also provided to eligible employees.

We have recently introduced enhanced maternity and paternity pay across the group, as well as a cycle to work scheme and the option of payroll giving for those staff wishing to make a regular charitable donation.

Awards

  • We are proud to share that we have retained our status as a HBF Five Star Builder for the 2017/18.
  • In recognition of our ongoing partnership with Cancer Research UK, Bellway is delighted to have won the Charity Partnership Award (Construction & Property) at the Business Charity Awards in May 2018.
  • Forty-nine Bellway staff picked up an NHBC Pride in the Job Award in 2018. The award recognises site managers who achieve the highest standards in housebuilding.
  • A further 11 colleagues picked up an award at the NHBC Health and Safety Awards in the Large Builder category

Careers

We are always keen to hear from talented candidates who want to work at Bellway. If you wish to submit your details for consideration, please contact us via recruitment@bellway.co.uk, detailing the office you wish to apply to and including your employment history. If there is a suitable vacancy, we will contact you, otherwise we will hold your details on file for a period of three months, in case a suitable vacancy should arise.

 

Case Study:

Louise Chamberlain was contemplating taking a career break earlier this year. Despite loving her senior full-time role at residential property developer Bellway Homes Ltd, where she worked for nearly five years, her family circumstances meant life had become overly stressful.

But her employer didn’t want to lose her so they considered other options and offered her a newly created role working part time and mainly from home.

Louise is clearly passionate about her work. When she joined Bellway she had been a field sales manager at another developer firm. Bellway was opening a Manchester division and the managing director was looking for someone who wanted to move up to director level. Louise came in at sales manager level and had worked her way to sales director designate when she went on maternity leave around two years later in 2016.

A few months after returning from maternity leave she was promoted to director.

Although her job didn’t change, her responsibilities grew as her division expanded.

louise bellway employee

 

Difficult decisions

Louise says Bellway has been very supportive throughout her time there and mentions Bellway Manchester’s managing director Stuart Gray in particular for praise. She says that, through speaking openly about his own experiences as the father of a young family, he created the kind of supportive culture where parents could flourish.

Two years later in January 2018, however, Louise made the difficult decision to hand in her notice, even though she had no idea what she would do when she left. Her husband, who was the director of another company, shared nursery pick-ups and drop-offs with her, but was often away for work. His family did not live nearby and Louise’s mother had been diagnosed with cancer.

The couple’s son was often the first into nursery and the last to be picked up. Louise felt she was not spending enough time with her son. Something had to give. “Sometimes my husband and I would both have important meetings early in the morning and we would debate whose was more important. It seemed greedy. I couldn’t get the balance right for me between work and time with my son,” she says. “It was my decision entirely. It all depends on your personal circumstances and support network.”

She adds that her decision had nothing to do with her ambition and drive. “Before I had Ellis working late didn’t bother me. I loved the job. It was more stressful having to leave the office before nursery closed than it was to stay until late to finish a job, before I had him. It’s that countdown clock in your head,” she says. “And then he went through a stage of having to deal with various bugs they pick up at nursery which my husband and I split between us to take time off work to look after our son. I look back at that period with dread.”

Retaining skills and experience

When she told her manager of her decision to leave, he said they should discuss how to make it work, but Louise knew her job could not realistically be done part time. What she didn’t count on was that Bellway didn’t want to lose her. They offered her a sideways move to a part-time role as head of sales performance at Bellway Group.

The position is two days a week, mainly working from home with some travel around the country to various meetings. “Bellway could not have been better,” she says. What’s more, it also worked well for the company. The department needed someone else as they were expanding. She knew the company well and it meant they could retain her skills.

Louise agreed to stay in her original role until a replacement was found in May and then worked alongside her on a part-time basis for three months to help her bed in.

She started her new role in early August and says her job is more strategic, involving monitoring and assessing sales performance across the divisions of the company. “It means I can keep my hand in the housing industry and have an overview of the business. I see it as a layering of different areas of experience and I hope eventually to return to a full-time position when the time is right,” she says.

Louise recognises she is lucky to be in a position to be able to go part time, but feels she has made the right decision and is very grateful that Bellway has supported her to do so. “At the time I handed in my notice I asked myself when I look back what will I regret more – not having more time with my son or having a break in my career,” she says. “It broke my heart leaving the Manchester division, but I could not put that before my son. Now I don’t have to make that decision to take a career break. I have never felt happier since starting a family.”