Yorkshire housebuilder Harron Homes has welcomed Matt Bradwell, 31, to its Highfield Manor development in Fixby as Site Manager. Matt, from Chesterfield, is well established in the construction industry having started as an apprentice bricklayer at the age of 16. He joined Harron five years ago, following a former colleague who
London South Bank University (LSBU) is marking National Apprenticeship Week 2021 by celebrating coming second out of all leading higher education apprenticeship providers in England. LSBU has retained second place overall for the past three years as one of the leading higher education apprenticeship providers in England according to apprenticeship
Luxury housebuilder Harron Homes has welcomed a new Sales and Marketing Director, Alison Taylor-Shaw, to its Yorkshire division based in Leeds. Alison, who lives in Wakefield and is originally from Barnsley, joined the company in November 2020. The appointment marks the conclusion of a successful year for Harron Homes despite
GRAHAM has welcomed the “next generation of talent” to its Civil Engineering Graduate Programme. An official launch day, hosted virtually at the end of last year, signalled the start of the structured two-year programme for 22 new recruits who recently graduated from a variety of leading universities spread across the
HS2 Ltd, Highways England, Network Rail and Transport for London have joined forces in encouraging small and medium sized businesses to register for free training courses, designed to improve their prospects of meeting Equality, Diversity and Inclusion (EDI) supply chain requirements and help them secure future contract opportunities. Working in
Cyfle Building Skills, on behalf of the Region, is set to launch an innovative new programme in 2021 that will offer 780 fully funded onsite work placements within the construction industry over the next three years. Funded by the Construction Industry Training Board’s (CITB) Onsite Experience Commission, the programme is designed to
Over a fifth of companies that regularly hire apprentices took on fewer in 2020 A quarter of tradespeople and companies plan on hiring new apprentices in 2021 Percentage of female, BAME and apprentices with learning difficulties continues to grow year on year IronmongeryDirect launch competition to win £5,000 towards funding an apprentice A
If you’re using the internet to look for a job then you’re a very small fish in an incredibly large pond. With so many people on the internet these days, any listing on a popular job site is going to get swarmed with thousands of applications. Whether or not these
An employee of Mansfield-based Rippon Homes has celebrated having transitioned from the developer’s sales team to its land department. Sophie Hopkinson, who lives in Lincoln, moved from her role as Sales Negotiator at Rippon’s Roman Meadow development in Welton to take up her new position as an Land Buyer. Having
John Boughton, former Deputy Managing Director at Willmott Dixon in Wales and the South West, has joined Bouygues UK as Regional Managing Director for Wales and the South West. Bristol-native John has worked in construction for more than 30 years and was Deputy Managing Director at Willmott Dixon for four
Yorkshire housebuilder Harron Homes has welcomed Matt Bradwell, 31, to its Highfield Manor development in Fixby as Site Manager. Matt, from Chesterfield, is well established in the construction industry having started as an apprentice bricklayer at the age of 16. He joined Harron five years ago, following a former colleague who recommended the company and from there he quickly progressed to a Site Manager role at Amberwood Chase in Dewsbury. “I was offered an Assistant Site Manager position at my previous company when I was 22, and while it was great to have that potential recognised in me, I’m glad I waited to make that jump. Having extensive experience on both sides of the building site means I’m a lot more confident in my abilities than I was in my twenties,” Matt said. Highfield Manor is the third Harron site Matt has worked on. “It’s been great working with the same team across Yorkshire, I’ve had the same assistant site manager and labourers come with me from Amberwood Chase to Highfield Manor, so knowing how we all work best mean we’ve been able to get stuck straight in.” Matt’s hard work is reflected in the numerous positive reviews he’s received on Trustpilot. “I am proud of the reviews, it’s really good to see the effort we put in paying off. A home is one of the biggest purchases people make, it’s important to me that we go the extra mile to make sure everything is the best quality it can be,” he added. “Matt is a credit to the company, and we’re incredibly pleased to see him receiving those well-earned reviews,” Alison Taylor-Shaw, Sales and Marketing Director for Harron Homes Yorkshire said. The stunning homes at Highfield Manor are found at Gernhill Avenue, Fixby, West Yorkshire, HD2 2HR, where the showhome and marketing suite are available to visit by appointment only to ensure the safety of both employees and customers.
London South Bank University (LSBU) is marking National Apprenticeship Week 2021 by celebrating coming second out of all leading higher education apprenticeship providers in England. LSBU has retained second place overall for the past three years as one of the leading higher education apprenticeship providers in England according to apprenticeship provider data collated by the Department for Education. The University is expanding its apprenticeship offering further this year. South Bank Colleges, part of the LSBU Group of local educational institutions, will offer apprenticeships in engineering and healthcare, from September 2021. These apprenticeships will focus on delivering levels 2 and 3 to young applicants. As the sponsor University, LSBU’s role will be to ensure these apprenticeships are high quality and meet the needs of both employers and apprentices; LSBU currently offers a variety of apprenticeships with employer sponsors, across a range of sectors – from building services, engineering and chartered planning to nursing, screen skills, rail engineering, technical acoustics and digital marketing. The University’s top six apprenticeship categories in 2020 were: Surveying (Building and Quantity Surveying) – 543 apprentices; Health and Social Care – 484 apprentices (including 200 Nursing Associates); Building Services- 314 apprentices; Planning- 139 apprentices; Architecture – 116 apprentices; Digital Marketing – 49 apprentices. In 2020 LSBU introduced six construction standards at levels 4 and 6. LSBU became the first English university to launch levels 5 and 6 apprenticeships in Rail and Rail Systems Engineering, working with employers such as Network Rail, Transport for London, WSP and Siemens. Lauren Smithers, 22 years-old, currently a second-year (BA) Digital Marketing trainee in LSBU’s Business School, on a Digital Marketer apprenticeship with Pearson Plc, said: “I was searching for jobs online and came across an apprenticeship. Once I started to look into it further, I knew it was the route for me as I struggled with being in education full-time.. “I needed more hands-on experience, as I tend to learn best while doing something practical. I applied for the job online, then had a phone and face to face interview with a recruitment company, before an assessment day with the hiring company. “During lockdown LSBU made themselves available to help out at all hours, which has been fantastic for me due to an increased workload. They work really closely with my employer to make sure I have everything I need to complete this apprenticeship successfully.” Sammy Shummo, Group Director of Apprenticeships at LSBU, said: “In spite of immense challenges posed to UK employers by the Covid-19 pandemic and Brexit, LSBU has succeeded in holding onto a position in the top three higher education apprenticeship providers in England. The University is also on track to have over 2000 apprentices enrolled by early 2021. “As LSBU Group embarks on its strategy for next year we look forward to working with employers, local communities and stakeholders to have 10,000 apprentices enrolled with the Group by 2025. “LSBU is proud to be supporting apprentices from all backgrounds with over half identifying as BAME, 11% having declared a disability and around 10% from the most deprived parts of the country. Our apprentices distinguished themselves last year by winning numerous awards in the fields of Civil Engineering, Construction and Architecture.”
Luxury housebuilder Harron Homes has welcomed a new Sales and Marketing Director, Alison Taylor-Shaw, to its Yorkshire division based in Leeds. Alison, who lives in Wakefield and is originally from Barnsley, joined the company in November 2020. The appointment marks the conclusion of a successful year for Harron Homes despite the challenging backdrop of the pandemic, having launched a new website, several new developments, secured new land opportunities, moved offices and become a member of the National House Building Council (NHBC). Having started out as a Sales Executive, Alison climbed through the ranks, becoming Area Sales Manager then Head of Sales for other leading housebuilders. During her accomplished career, Alison was even involved in the creation of a brand new development company, Derbyshire-based Cameron Homes. In 2017, Alison joined Harron Homes as Sales Director for the North Midlands business, helping to set up the then new region. “Helping to establish the new region for Harron Homes was definitely a career highlight. It was an exciting challenge, a new team with new directors and team. We started on day one in an empty office and we grew the business into the success it is today,” said Alison. Her return to the company sees her take over sales and marketing for the Yorkshire division from its base in Morley, Leeds. In her spare time Alison likes to explore her local area with her fiancé and three dogs. “Yorkshire is a fantastic county to live in,” she said. “Harron Homes is actively buying land in beautiful locations here in Yorkshire, which are perfect for people to live and bring up their families.” “I am very pleased to be back with Harron Homes,” she concludes. “I think we’re one of the most aspirational yet traditional housebuilders – the homes are stylish, they have plenty of space for flexible living for the ideal life in the current climate and beyond. We build in exceptional locations and I really do believe they’re the perfect balance of luxury and practicality.” “We’re delighted to welcome Alison back to Harron Homes,” said Tony Lee, Managing Director for Harron Homes Yorkshire. “The team is gelling together as a driving force, building on the foundations that are already there.” “We’re a successful luxury housebuilder and we’re looking forward to seeing more growth – our aim is 500 homes a year by 2022. There’s a strong indication that the property market will continue to be robust and I don’t see why we should see anything to the contrary.” Harron Homes works closely with local stakeholders to develop thoughtfully planned sites that really give something back, helping to support the local economy and its people.
GRAHAM has welcomed the “next generation of talent” to its Civil Engineering Graduate Programme. An official launch day, hosted virtually at the end of last year, signalled the start of the structured two-year programme for 22 new recruits who recently graduated from a variety of leading universities spread across the UK. They were selected from a strong pool of over 300 applicants. Due to the lockdown restrictions, this year’s event was hosted online, with the interactive session providing the graduates with an insight into how they can fast track their careers with one of the UK’s leading civil engineering contractors. The graduate scheme is a mix of technical, personal, and management style development. Each of the participants will have the opportunity to apply the knowledge gained from their degree courses on a range of GRAHAM’s most high-profile civil engineering projects, including Crossrail station upgrades for Network Rail, Northern Ireland Water, the Port of Dundee, and major improvement works for Highways England. GRAHAM Managing Director – Civil Engineering, Leo Martin, believes nurturing talent has been key to GRAHAM’s strong growth. He said: “Every year, it is a privilege for me to introduce the next generation of talent to our civil engineering division and to equip them with the tools to grow and become future leaders at GRAHAM. “Of course, we have faced considerable challenges presented by the pandemic over the past year, but I was more determined than ever to recruit a similar number of graduates as we normally do. And Covid-19 has not knocked us off course in this regard. That also goes for the content and delivery of the programme, which will be as engaging, practically-based, and interactive as always. “As one of the first companies in the UK to be accredited Platinum by Investors in People, we believe that nurturing and investing in the next generation of talent is crucial for the long-term success and sustainability of GRAHAM. That is why I am committed to giving young people opportunities, especially when so many avenues to employment are being closed to them. I am looking forward to working with, and learning from, this talented batch of graduates now and into the future.” The Civil Engineering Graduate Programme is part of the GRAHAM Academy, which is an in-house world-class training and development centre. It offers a range of graduate programmes, industrial and undergraduate placements, part-time university study, apprenticeships, work experience, and trainee opportunities. Since 2015, the GRAHAM Academy has seen more than 120 graduates successfully through its programme. GRAHAM are proud members of the Fairness, Inclusion and Respect (FIR) Programme, an industry –wide initiative that aims to make workplaces better for everyone. For more information, please visit: www.graham.co.uk/careers
HS2 Ltd, Highways England, Network Rail and Transport for London have joined forces in encouraging small and medium sized businesses to register for free training courses, designed to improve their prospects of meeting Equality, Diversity and Inclusion (EDI) supply chain requirements and help them secure future contract opportunities. Working in partnership with the Supply Chain Sustainability School, the four transport bodies want to make it easier for companies to demonstrate their commitment to the Equality, Diversity and Inclusion (EDI) agenda. The Fairness, Inclusion and Respect (FIR) Programme has been developed for the construction industry to provide an industry context to the EDI agenda. The Supply Chain Sustainability School is recognised as a leading training provider and has supported SMEs with accessing free training since 2012. Through the FIR programme they have supported over 2,000 businesses, helping them to improve their understanding of Fairness, Inclusion and Respect, and its importance in the workplace. All four organisations outline good practice standards and requirements expected from suppliers to win work. Collectively, the four bodies are now supporting UK businesses to get ‘contract ready’ by providing access to a consistent source of training. This removes the requirement for businesses to complete numerous training and assessment programmes to satisfy multiple clients. The CITB have funded the FIR Programme for five years, but with the economic impact of COVID they had to reduce funding for this financial year, which meant the FIR programme faced challenges in sustaining its full offer of training. HS2 Ltd, Highways England, Network Rail and Transport for London stepped in to support the FIR programme, to ensure SMEs can continue to access courses free of charge to support their long-term growth prospects and maintain consistency in the UK’s pipeline of infrastructure programmes. Mark Lomas, Head of EDI at HS2 Ltd said; “We’re passionate about improving EDI and FIRs outcomes right across our supply chain. A project the size, scale and longevity of HS2 offers a unique opportunity to deliver measured improvements that can improve people’s working lives and career prospects. We’re proud to be supporting this initiative and hope to see many SMEs registering to take part.” Malcolm Dare, Executive Director of Commercial and Procurement at Highways England, said: “We are delighted to be working closely with HS2, Network Rail and TfL and the Supply Chain Sustainability School to grow our supply chains’ EDI capability and resilience. We are committed to this agenda and are looking to bring positive and lasting change by delivering meaningful social impact and value through this work.” Loraine Martins, Director of Diversity and Inclusion at Network Rail said: “The opportunity to collaborate with Highways England, HS2 and TfL to support our respective and often shared supply chains, so that we are building diversity and inclusion confidence and practices within our sector, was too important to miss. The more that we can spread best practice and raise standards together, the more beneficial to our collective workforces. We’re pleased to be able to support the Supply Chain Sustainability School in this way and to further our shared ambition to have a more diverse and inclusive working environment.” Staynton Brown, Director of Diversity, Inclusion and Talent at Transport for London, said: “Creating a truly diverse and inclusive culture within our sector brings many benefits in delivering a transport network that reflects the communities it serves. This starts with educating and influencing the biases and behaviours of those who work within our industry. “We are proud to working with the transport industry to continue our support for these free courses that the Fairness, Inclusion and Respect programme provides. This training will help our critical UK-wide supply chain partners improve upon the great work many are already doing. This will help to continue to drive down barriers and ensure working in transport infrastructure projects is truly accessible to all.” Businesses can access free online EDI/FIR training pathways at www.supplychainschool.co.uk/fir which cover the following topics: FIR e-learning: Recruiting People, Fairly and Inclusively FIR e-learning: Managing Challenging Conversations The Business Case for Fairness, Inclusion & Respect Monitoring & Reporting Workplace Diversity FIR in Procurement and Supply Chain Management Understanding Unconscious bias Mental wellbeing in Construction Completion of online courses allows participants to gain CPD points and access bespoke action plans which promote the implementation of good practice workplace standards. Ian Heptonstall, Director of the Supply Chain Sustainability School said: “I’m delighted that we have four leading infrastructure clients providing a clear and consistent “ask” of their supply chain. The funding provided by these clients enables suppliers to access construction specific training that will help them develop their knowledge of equality and diversity good practice and in turn foster a culture of fairness, inclusion and respect within their teams – making our industry better for all.” For more information and to register for the free online learning sessions, visit supplychainschool.co.uk
Cyfle Building Skills, on behalf of the Region, is set to launch an innovative new programme in 2021 that will offer 780 fully funded onsite work placements within the construction industry over the next three years. Funded by the Construction Industry Training Board’s (CITB) Onsite Experience Commission, the programme is designed to help tackle the skills gap within the construction industry and will allow Cyfle to develop the first construction training hub in South West Wales. Programme delivery will take place across the five Local Authority areas within the Region, which includes Carmarthenshire, Pembrokeshire, Ceredigion, Neath Port Talbot and Swansea. Due to commence in March 2021, the programme will offer construction opportunities to 780 individuals over the three-year funding period. This includes onsite experience placements and associated training, and reskilling opportunities. A mentoring programme designed to help individuals take the next step into a career in construction, ensuring they benefit from the onsite experience, will also support the programme. The programme is open to individuals of any age considering a career in construction either as a first job or by retraining from a different profession. It will look to promote social mobility and provide opportunities to those under-represented within the industry, as well as those not currently in education, employment or training (NEET). Cyfle Building Skills Ltd is an innovative South West Wales initiative and registered charity enabling young adults to gain sustainable employment within the construction industry through shared apprenticeship training, mentoring and meaningful work experience opportunities. The South West Wales Onsite Hub involves an extensive partnership, which includes the Construction Wales Innovation Centre (CWIC), The Chartered Institute of Building (CIOB), Regional Training Groups, Local Colleges, Construction Contractors and Local Authority Schemes. Onsite opportunities within the Hub will be linked to construction projects through Regional Housing Associations, Local Authority Frameworks, South West Wales Regional Contractors Framework and the Swansea Bay City Deal. Anthony Rees, Regional Manager, Cyfle Building Skills, said: “We are absolutely delighted to have secured the funding to develop the first construction onsite training hub in South West Wales. This is an important initiative that will make a big difference to the lives of hundreds of individuals while also encouraging many more people to consider construction as a career, tackling the industry’s skills gap in the process. “Over the next three years, 780 individuals will be given the opportunity to have a real-life taster of what they can expect from the construction industry and whether they should consider the industry as a longer-term career choice. We would now encourage companies interested in participating in the scheme to contact us.”
Over a fifth of companies that regularly hire apprentices took on fewer in 2020 A quarter of tradespeople and companies plan on hiring new apprentices in 2021 Percentage of female, BAME and apprentices with learning difficulties continues to grow year on year IronmongeryDirect launch competition to win £5,000 towards funding an apprentice A third of companies and tradespeople (31%)1 who regularly hire apprentices feel that the program has been made harder due to the pandemic, as new ONS figures2 show a 30% drop in new construction apprentices between August and October 2020, compared to the same period the previous year. Demonstrating the effect of Covid-19 on the scheme, more than one in five (22%) companies that usually hire apprentices took on fewer in 2020, despite a fifth (19%) of tradespeople believing that the program is more important now than ever. Commissioned by IronmongeryDirect, the UK’s largest supplier of specialist ironmongery, in the run up to National Apprenticeship Week (8th to 14th February), the study also reveals that one in 12 tradespeople (8%) believe that the government has not done enough to support apprentices throughout the pandemic. Looking at the year ahead, the positive news is that a quarter (23%) of businesses and tradespeople plan to bring on apprentices in 2021. Building surveyors (34%) and electricians (28%) are the most likely trades to be looking for apprentices this year, while painter/decorators and landscapers are least likely (15% and 5%, respectively). Men in the industry are more likely than women to think that an apprenticeship is a great way for people to learn skills (31% vs 23%). Contrastingly however, it is tradeswomen and female-led companies that are most likely to be looking for an apprentice in the year ahead, with a quarter of women (25%) planning to hire a trainee compared to only one in five tradesmen (20%). According to the Office of National Statistics, female apprentices in construction are also on the rise, increasing by 19% in the 2019/20 academic year compared to the previous 12 months. This represents a much larger trend in growth as there are a huge 333% more female construction trainees than in 2014/2015. So far in the 2020/2021 academic year, the percentage of female new starters has increased to 9%, suggesting that this growth is set to continue. The statistics also reveal a changing story for apprentices of colour. While BAME apprentices made up only 6% of new construction apprentices in 2019/2020, this represents a 16% increase to the previous year and an 82% rise since 2014/2015. What’s more, despite the challenges of the Coronavirus pandemic, the proportion of BAME trainees continues to grow as they make up 8% of new starters so far this academic year. The proportion of new apprentices with learning difficulties is also on the increase, making up 14% of the 2019/2020 intake. This is a 53% increase from 2014/15. This trend seems set to continue as 16% of the 2020/2021 year’s new starters so far have learning difficulties. Commenting on the research, Marco Verdonkschot, Managing Director at IronmongeryDirect, said: “It’s great to see many tradespeople and companies are still looking to make use of the apprenticeship program, despite the difficulty of the past year. “We think the apprenticeship scheme is an amazing way to help shape the next generation of tradespeople. That’s why we’ve launched a competition for a UK based tradesperson or company to win £5,000 towards funding an apprentice.” “There are so many people who do amazing work in the industry today who started out as apprentices, so it’s important that the program continues to be well-funded. More needs to be done to support apprentices throughout this pandemic to ensure that we continue to have great talent in the future, and we wanted to do our bit to help!” To enter the competition or learn more about this research, visit: https://www.ironmongerydirect.co.uk/blog/apprenticeships-and-covid-19-looking-ahead-to-2021
If you’re using the internet to look for a job then you’re a very small fish in an incredibly large pond. With so many people on the internet these days, any listing on a popular job site is going to get swarmed with thousands of applications. Whether or not these people are qualified doesn’t matter–it’s more applications that will end up competing with your own. There’s even a chance that the company is just going to pick the first person that seems qualified enough for the job. They’re not going to comb through every single cover letter and there’s a small chance that they’ll contact you. Sadly, things have gotten even harder due to the pandemic. Finding work certainly wasn’t easy before and it’s definitely getting harder as the days go by. Thankfully, there are a couple of golden rules when it comes to finding work on the internet that will help you uncover new opportunities. Look at job boards for specific industries Instead of just looking at a generic job board, it’s a good idea to look at job boards for specific industries as well. For instance, if you’ve got experience in driving trucks and logistics, then you can search for trucking work on specific websites instead of a general job board. The same goes for writing and other creative talents. You can look on job boards that are made specifically for creative freelancers, or you can even look at the careers page of various businesses to see if they’re recruiting. Consider using social media to search for opportunities These days, there are many businesses that use social media as a free way to get exposure for new job openings. If you follow specific types of businesses or people on platforms like Twitter and Facebook, then there’s a good chance that companies will post about job listings. You can follow the links that they post, or you can contact them directly on the social media platform or via email to enquire about the job opening. You don’t get opportunities on social media every day, but it’s a great place to set notifications and alerts so you can check it every now and then. Don’t just sit and wait for opportunities to come to you You need to be a lot more active when it comes to finding work. Don’t just post your resume on a website and hope that someone sees it. Don’t just post a listing on a website like Fiverr then hope that work comes in. You need to be more active and you need to start pushing yourself out there to get noticed. If you market yourself as a competent worker, then you’re more likely to find job opportunities. There are lots of different flexible working opportunities these days and it’s important to understand where you can find work. Don’t just look at typical job boards–there are hundreds of other places to search for work and it’s up to you to be more active when looking for a job.
An employee of Mansfield-based Rippon Homes has celebrated having transitioned from the developer’s sales team to its land department. Sophie Hopkinson, who lives in Lincoln, moved from her role as Sales Negotiator at Rippon’s Roman Meadow development in Welton to take up her new position as an Land Buyer. Having worked for the housebuilder for the past three years, Sophie has previous experience as a Valuation Manager for an estate agent in Newark. “I decided to transition into the land department because I was eager to progress with Rippon and a build a career within the industry,” she explained. I saw that the job was being advertised and I applied for it in the normal way, following the standard interview procedure.” Now settled into her new role, Sophie says she is really enjoying the challenges she must face on a day-to-day basis, and the level of variety that comes with her responsibilities. “Working in land is completely different to being in my previous position on site,” she continues, “and though there is a lot to learn, I’m finding the experience of doing so really interesting. What I’m most looking forward to is having the chance to see a site grow and following that journey from start to finish – from first viewing it as a field, to gaining planning permission, then seeing the houses being built and ultimately watching our purchasers make it their forever home. There are so many opportunities in land and I really like that Rippon is so keen on helping people to learn and progress within their careers,” she added. In her spare time, Sophie enjoys spending time on the family farm, which is just a mile away from where she lives, socialising with friends, and going on walks in the countryside. “I congratulate Sophie on her successful transition from our sales team to our land department. Sophie has shown true dedication and skill in her work ever since joining us, and I am confident that she will continue to flourish in her new position,” commented Ian Dyke, Managing Director of Rippon Homes.
John Boughton, former Deputy Managing Director at Willmott Dixon in Wales and the South West, has joined Bouygues UK as Regional Managing Director for Wales and the South West. Bristol-native John has worked in construction for more than 30 years and was Deputy Managing Director at Willmott Dixon for four years. He was instrumental in the company’s track record of growing into a £200 million business in the region. “It is great to be joining Bouygues UK at this time. The team is currently working on two of the most exciting building projects in Wales and in the south West, in the form of the Cardiff Innovation Campus and Castle Park View in Bristol. I have seen these projects develop from afar, so it’s great now to be part of the team developing these iconic buildings. Bouygues UK has a great reputation in Wales and the West and I’m looking forward to cementing that status and pushing the business forward to be the contractor of choice for customers in the region,” said John on his appointment. Before that John worked with various construction contractors such as Sir Robert McAlpine, Tarmac, Pearce Group (now ISG) and Unite, the student accommodation providers. “John’s track record speaks for itself. His knowledge of the construction landscape in the area, but particularly the South West, is unrivalled. I look forward to working closely with John to grow the business in the region, to enhance the offering Bouygues UK provides to projects and further develop our already great team within Wales and the South West,” commented Rob Bradley, CEO of Bouygues UK.