Quick facts
  • What we do:
    Social Housing Provider
  • Year established:
  • Website:
  • UK locations:
  • Contact
    • Level 8, Alexandra House, 10 Station Road, Wood Green, London, N22 7TR

About Homes for Haringey

What is it like to work for Homes for Haringey

The senior management team (Leadership team) have become much more visible and accessible to employees in the last twelve months, through Breakfast Briefings, Chief Executive’s Sounding Board and Adopt-a-Service. These initiatives are in part a response to colleagues’ desire for more face to face communications. The Chief Executive Officer, Paul Bridge, believes in providing opportunities for all employees to grow, try new things, and to be free to fail. He frequently states that as an organisation that manages but does not own properties, their people are their number one asset. He is committed to investing heavily in all staff. He holds all employees to a standard of excellence through their company behaviours and consistently rewards and encourages customer-focused behaviour.
Personal Growth
Personal Growth

Their talent development programme includes a range of learning and development opportunities: the Aspiring Managers’ programme for individuals who have been identified as potential future leaders; the management development programme for practising middle managers; and quarterly management seminars and events. These are crucial to building the capabilities of leaders across the organisation and to strengthening leadership capacity. They are building on the success of these programmes and further demonstrating commitment to their staff’s development by introducing nationally accredited ILM qualifications for future programmes. This will allow them to continue to develop managers' and leaders’ skills and knowledge, whilst at the same time providing them with a recognised and highly valued qualification.

My Company
My Company

Last year’s Big Conversation project involved the whole company in setting business objectives for the future. CEO Paul Bridge toured the business discussing opportunities and challenges with all employees hearing their views and ideas. Feedback from these information gathering sessions, workshops and consultations with staff, residents and partners, led to seven priority projects being chosen. These set the direction of the company for the next 12 months and beyond. This substantial piece of work was unique in that it was a high-level planning exercise that is traditionally done by executives. It was opened up to everyone in the business, in line with their first value of learning from experience. They believe that the collective knowledge of the employees who work throughout the organisation is a valuable resource that must be used to shape its direction.

Learn more about the 8 factors of workplace engagement here


  • Women

    At least 33% of senior managers are women

  • Holidays

    Companies offering a minimum of 25 days annual leave

  • Gym

    On-site gym or subsidised gym memberships

  • Childcare

    On-site nursery or vouchers

  • Long Service
    Long Service

    40% of employees with more than 5 years' service

  • Maternity

    At least 10 weeks' leave on full pay

  • Pensions

Company Statistics

  • Earning £35,000+:


  • Staff Turnover:


  • Average Age:


  • UK sites:


  • Staff:


  • Male : Female:

    67% / 33%

  • Under 35 to Over 55 Ratio:

    No employees under 35


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