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A great place to work

A great place to work

With a proud 130-year history of transforming lives through our employment-focused teaching and inclusive community, Buckinghamshire New University is a great place to work and study. We take great pride that our students achieve better rates of highly skilled employment than predicted by our entry tariff. These excellent outcomes are testament not only to our students’ efforts, but also the hard work and dedication of our people whom support them, both in and out of the classroom. 

Our vision is to create a great workplace for the people who work at BNU, now and in the future. We recognise that creating a diverse workplace culture is key to our success, and that our values and behaviours have an important role to play in delivering a great student experience. 

The Thrive 28 Strategy details our people aims, outcomes, and priorities. Our people make BNU a special place and are key to the University’s future success and growth. We work collectively to transform the lives of our students by putting them at the heart of everything we do. 

At BNU we are as ambitious for our employees as we are for our students, encouraging them to embrace new possibilities to achieve their goals and objectives. We are never complacent, and always looking to improve the way we do things to sustain a culture where both our employees and students thrive. You can read about BNU Benefits here

We want to be an employer of choice for great and capable people whom take pride in the University and share its values. You can find out more about how you can be part of our exciting journey.

Our vision is to be a vibrant inclusive community that inspires learning, develops potential, widens participation and ambitiously transforms lives. We strive to create a work and study environment which is not only free from any form of discrimination but actively celebrates and values diversity.  

We are committed to equal opportunity across the protected characteristics defined in the Equality Act 2010. Equality Diversity and Inclusion (EDI) underpins our values and influences everything we do. Our University policies and procedures ensure that we promote and achieve our EDI goals, while our Equality, Diversity & Inclusion Working Group leads on embedding EDI into our practices and employee training. Read more about our approach to EDI. 

The Buckinghamshire New University logo next to text which reads 'Being you at BNU'

Welcoming everyone and ‘being you’ at BNU is important to us. Our diverse community helps make working here inspiring, fun and creative. We have a proud history of valuing the importance of inclusion and we will continue to play our part to challenge inequality and build a fairer society. 

Each year, we offer a total of 2000 days paid leave for employees volunteering in the community. As part of our civic commitment and ‘Impact 2022’ strategy, we are committed to supporting our local communities in High Wycombe, Aylesbury and Uxbridge, and continue to build relationships and facilitate new partnerships with local employers and organisations.  

We support and encourage our employees’ involvement in the community. Volunteering can not only benefit local people and the environment, but can also have substantial personal benefits. 

Before you start your career with us we would like you to familiarise yourself with the following information.

Your first day

It is important that you complete, sign and return all paperwork to the Human Resources on, or before, your first day. These forms include:

  • Original documentation providing evidence of your entitlement to work in the UK. You will be required to bring this documentation to the HR team prior to your contract of employment being issued. You will be contacted by a HR Advisor to arrange a suitable time and date for this check to be conducted on site.
  • Original qualification certificates – we will list which qualifications we need to see in your offer letter.
  • Signed contract of employment (this will only be issued once we have right to work, references and qualifications confirmed).
  • Bank details and HMRC new starter checklist (or P45) – this will be sent to you by your HR Advisor along with your contract of employment.
  • New starter forms (emergency contact details & equality monitoring form) – this will be sent to you by your HR Advisor along with your contract of employment.

Buckinghamshire New University is a Disability Confident employer and as such you will be given the opportunity to declare a disability as part of the application process. As users of the Disability Confident scheme, we guarantee to interview all disabled applicants who meet the essential criteria for the vacancy and where appropriate reasonable adjustments will be incorporated into the selection process.

Diversity, equity, and inclusion are at the heart of who we are and what we do. Our commitment to these values is unwavering and they are central to our mission. We encourage applications from all backgrounds, communities and industries and we are happy to discuss any reasonable adjustments that you require.

We therefore particularly encourage applications from candidates who are likely to be underrepresented in BNU’S workforce.

These include people from global majority backgrounds, disabled people, and LGBTQI+ people, particularly in more senior roles.

BNU is committed to the Armed Forces Covenant and is a Forces Families Friendly employer.

Step 1 - Apply Online

  • All applications must be made online unless otherwise stipulated within the advert.
  • Click on the 'apply' link at the bottom of the vacancy and follow the step by step process.
  • You will be asked to complete a short application form and attached your CV and supporting documentation. Please ensure these are completed in full before submitting your application.
  • We aim to operate an anonymous application process, so please ensure all personal details are removed from any CV and supporting documentation if you wish to do so.
  • Please ensure you are able meet the essential areas in the Person Specification and competencies listed in the Job Description. If successful, you will be asked to provide evidence of essential qualifications or memberships.
  • Once you have submitted your application you will receive an automated confirmation email. If you do not receive acknowledgement within 24 hours please contact the HR Team.

Step 2 - Selection Process

  • Once the advert has closed, shortlisting will be undertaken by the hiring manager.
  • When shortlisting for interview, we will be looking for candidates to demonstrate and provide evidence that they meet the essential criteria listed within the Job Description and Person Specification.
  • Where possible, all applicants will be contacted within two weeks with an application outcome.
  • Unfortunately candidates who are not shortlisted for interview cannot be granted feedback due to the volume of applications we receive.

Step 3 - Interview

  • Where possible, the interview date will be highlighted in the job advert. Please inform us of any issues attending the given date in your application.
  • We will do our best to accommodate certain requests however, we may not be able to offer an alternative date unless we are unable to appoint from the original interviews.
  • We will explore and offer alternative interview options to neuro-diverse candidates.
  • The interview will either take place in person on the campus in which the job will be based, or virtually via MS Teams.
  • The panel will consist of your potential line manager and other stakeholders both internal and external to the University.
  • The chair of the interview panel must have completed Inclusive Recruitment training.
  • Interview questions will be selected by the hiring manager from an interview questions bank which relate to the requirements of the role. These will be provided to all candidates at least 72 hours in advance of the interview date. For neuro-diverse candidates, this can be earlier upon request.
  • Your interview may require, but is not limited to, a case study, writing test, or presentation. You will be advised if this applies to you when you are invited to interview.
  • We aim to advise all interviewed candidates on the outcome of the process within ten workings days of the interview.
  • Unsuccessful candidates can ask for feedback, and where possible this will be provided by the interview chair either verbally or via email.
  • BNU do not reimburse any travel or other expenses relating to the interview.

Step 4 - Appointment

If successful, you will receive a verbal offer after the interview from the interview chair. This will be followed up by a formal offer of employment from HR. This offer is subject to you satisfying the following:

  • Evidence of right to work in the UK.
  • Receipt of at least two references to verify all activities, including periods of employment and/or full-time education, that you have undertaken over the past three years.
  • Original evidence of your qualifications/certificates/memberships as listed as essential on the job description and/or application.

Some roles may also be subject to a DBS (Disclosure and Barring Service) check.

Can I email my CV to you without completing the online application form? 

No, unfortunately cannot accept CVs or speculative applications via email or post.

What if I don’t receive email confirmation you’ve received my application? 

Please contact us and we can advise whether we have received your application.

If I’m unable to attend the interview date given, will the panel be able to meet me at a different time? 

We will do our best to accommodate certain requests. However, we may not be able to offer an alternative date unless we are unable to appoint from the original interviews.

What do I do if I haven’t heard anything and the advertised interview date as passed?

We will endeavour to adhere to the advertised dates from the advert, however, sometimes business needs can alter these dates. You will be informed of the outcome of shortlisting, even if this is to say you have not been successful this time around. If you are concerned about the interview date, please contact our recruitment team at humanresources@bnu.ac.uk.

Can I attach other documentation to support my application? 

Yes. Please only include information if it has been anonymised, is concise and relevant in supporting your application.

I saw a vacancy I wanted to apply for but the advert has now closed. Is there another way I can apply?

We recommend candidates complete their application as soon as possible, to avoid missing a deadline. Once the advert has closed we are unable to accept submissions.

Will feedback be provided? 

We are unable to provide feedback on applications that aren’t shortlisted for interview due to the volume of applications. Feedback can be requested following an interview by contacting us but please allow up to two weeks for a response.

When can I start my new role?

If you are offered a position, the HR department will ensure the required documentation has been received. Once we are in receipt of this, your line manager will contact you to agree a start date. HR will then send you a Contract of Employment.

I have a disability. What support will I receive upon joining the University? 

Please contact your HR Advisor for details. You can also view information available on our EDI section.

Will BNU reimburse my travel expenses to attend the interview?

Unfortunately BNU do not reimburse any travel or other expenses relating to the interview.

What options will be offered for neuro-diverse candidates?

If we are made aware of a neuro-diverse candidate, we will consider:

  • Send interview questions further in advance than 72 hours to enable longer preparation time
  • Offer the choice of a face-to-face or video (Teams) interview. Some neuro-diverse candidates may find it easier to record a video of them answering the questions and submitting this to the panel
  • Avoid open-ended questions, like, “Tell me about yourself” 
  • Ask specific and closed-ended questions, such as, “Please summarise your work experience from the last four years. Who did you work for, and what were your main job duties?” 
  • Ask specific questions about work experience, like, “What data analysis and research skills did you use in your last job?”
  • Be patient and clarify your questions if a candidate has trouble answering 
  • Avoid questions regarding any subject unrelated to the job 
  • Give candidates the option of video on or off
  • Ask simple, clear questions
  • Use automated captions in video interviews or type out questions in chat.

The BNU Impact Awards rewards outstanding colleagues who go the extra mile, champion our DRIVE values and exemplify our BNU Behaviour Framework.

Last year’s awards shone a light on the wonderful individual and collective work colleagues did in every team at every level, recognising how they are dynamic, responsible, inclusive, visionary and empowering. Awards included Customer ImpactResearch and Knowledge Exchange Impact, and Teaching Impact, among many others. Watch the highlights of last year’s awards evening, hosted excellently by our partner Wycombe Wanderers F.C.