Soluman Consultancy

Early Career & 1st Level Leadership Strategist supporting corporates to engage and retain entry-level talent and proactively develop and support 1st level leaders to be equitable and inclusive leaders via:
- Engaging, Empowering & Retain programmes 
- BOLD & Inclusive Leadership programmes
- Cohort career coaching programmes. 
- Corporate Navigation workshops for entry-talent from ethnically diverse communities.
- Personal brand awareness workshops.
- Female-empowering engagements.

Career Coach supporting entry/rising talent individuals move the dial in their career and transform from employees to "architects of their career".

Early Careers & Inclusive Leadership Development Expert | Equitable Talent Development Specialist |

Provision of group and one-to-one career coaching. Utilising several frameworks, such as GROW, CLEAR and OSKAR.

Career Coach

The Talent Bridge Inc

We provide resources, workshop engagements and consultancy services to support organisations to bridge the gap between their expectations of entry-talent employees and Entry-level talent reality, whilst building working cultures that are supportive, engaging and ensure appropriately inclusive development opportunities for all entry-level talent.

SME Entry talent Onboarding Specialist| Early careers talent development expert

Inclusive Careers

Career Mentor to members of the inclusive careers family.
Providing support and guidance to entry -talent within the IT industry.

Career Mentor

Barclays

Barclays COO Business Service Manager

Global Head of Technology Technical Training for IB Technology permanent colleague population (6000). Built global team, ensuring a local presence to drive both global consistency to policy and consistency of quality delivery. Model was recognised as providing core strategic benefit to business and proposal has been placed to replicate across O&T.
•	Work closely with CoS, HRBP, HRDP within O&T to translate the global technology technical Learning and Development strategy into the right sustainable TM that will support the strategic vision of O&T.
•	Support HRBPs in strategically planning technical training that fully aligns with organisational development of BU.
•	Partner with Technology Snr Management to drive technical and professional skill development.
•	Conduct in-depth business driven training needs analysis.
•	Maintain the continuous improvement approach, by evaluating existing programs and capabilities as well as the infrastructure that supports the Learning and Leadership Development organization. Introduce training programs that specifically target at the development needs of the organization as well as take the lead on strengthening the existing technology technical training modules already established
•	Interact with, present to and liaise with senior management in relation to various matters related to technology technical learning and development. Cultivate and maintain relationships with internal customers in order to continuously monitor and evolve the education and training products and services to meet business unit’s needs
•	Oversee the relationships with all partners and consultants who may be engaged to provide services, including content development, branding, production, delivery and classroom training. 
•	Work as a key conduit between global business functions and regional heads of development to drive forward the organisations agenda.

Head of Technology Technical Training

Barclays Investment Bank

Business Manager within Global Technology - Chief Operations Officer for CIBWIM (Corporate, Investment Bank & Wealth Investment Management) Technology. Office remit encompassed COO Finance management, resource management, Technology training for global CIBWIM population (8500, Shared Service Billing reconciliation, Review of internal governance policies.

Snr Business Manager ,Vice President - Global Technology

Solidified Ltd

PMO/Business Management services, within the Investment Banking IT sector. Business process re-engineering implementation effecting improved financial management and program delivery.

Owner

HSBC Global Banking and Markets

PMO Lead for Front Office $38 million Structured Products IT programme, for following areas: FXO, Structured Funds, Global IT Support and Architecture and Strategic components. 
Overall provision of resource management, budget reporting, RAID reporting and program status reporting. 

Achievements
Identified key issue in resource retention and worked alongside HR to re-engineer recruitment/contract renewal processes in order to increase contractor retention and therefore enhance project team continuity.

Recovered $980k of incorrect charges to FXO IT via utilisation of internal PMO hardware audit.

Key Responsibilities

Production and maintenance of programme roadmap.
Production of RAG status reporting for overall programme (inclusive of milestone, Risk & Issues) for both IT and Business.
Monitoring and reporting of Audit points - through to closure and sign off.
Maintenance of RAID log for programme, ensuring escalation of key issues to Senior Management in a timely manner and conducting adequate risk management.
Resource Management (required recruitment, contract renewals, contract terminations).
Financial planning - preparation of CTB and RTB budgets.
Financial analysis reporting - plan against actuals, investigation of variances, producing rolling forecasts.

PMO/Global Business Manager

Business Manager within Global Structured Products for FO and BO systems. Monitoring of Programme Resources, Budget and deliveries.

Business Manager

ABN AMRO

Worked within IT Fixed Income PMO; a newly established office that required tactical set-up of the PMO in order to achieve effective and efficient Change The Bank Programme Management controls.

Achievements
Establishment of fully functional PMO for Fixed Income, with the formalisation of set processes in full compliance with internal governance, policies.

Key Responsibilities

Regulated appropriate set-up of projects and programmes in line with internal governance procedures.
Management of programme control activities with regard to resource management, financial reporting, 3rd party vendor engagement.
Maintain regular interface with 3rd Party Service Providers on Account Management issues.
Production of presentations for both Business and IT senior management.

PMO Analyst

J.P. Morgan

PMO for International Operations Service Global Build-Out Programme Office, part of Worldwide Securities Services. IOS Build-Out team being primarily responsible for ensuring required functional and operational enhancement programmes are delivered; in order to support the business needs of existing back office operations as well as the take-on schedule for new clients.

Management of IB Technology Capacity PMO; ensuring successful tracking and reporting of:
IB Technology Capacity (Supply and Demand) to guarantee capacity is able to support projected Business Growth and KPI's, Risks and Deliverables for critical capacity and resiliency remediation action plans.

As a 1st level leader and Early Careers Specialist, I work with organisations to create holistic developmental frameworks for ALL entry/rising talent and inclusive and equitable leadership behaviours for 1st-level leaders via my BOLD and Inclusive Leadership services, such as The Launchpad Programme. I also deliver equitable and inclusive talent retention services to corporate organisations to support and retain their entry/rising talent whilst building an organically diverse leadership pipeline. 

My corporate career allowed me to mentor entry-level professionals, helping boost their confidence and performance and showing them how to navigate the corporate landscape successfully. 

I found this work enjoyable and rewarding, and following redundancy in 2017, I decided to transition to coaching full-time and established Soluman Consultancy.

𝗦𝗲𝗿𝘃𝗶𝗰𝗲𝘀 𝗳𝗼𝗿 𝗰𝗼𝗿𝗽𝗼𝗿𝗮𝘁𝗲 𝗼𝗿𝗴𝗮𝗻𝗶𝘀𝗮𝘁𝗶𝗼𝗻𝘀 

Soluman Consultancy's services support your entry-level retention and advancement and increase employee productivity and engagement. Data demonstrates that employees thrive when they feel engaged, supported, and valued at work, leading to improved retention rates and a positive build-up of a diverse future talent pipeline. We work with organisations to achieve this goal.

Our Corporate Offerings:
⏩The Launchpad Programme - BOLD & Inclusive Leadership for 1st level Leaders.
⏩Cohort Career Coaching Programme - Holistic development support framework for entry talent.
⏩BOLD Workshops - Engaging and interactive workshops to empower underrepresented employee groups.
⏩Engage, Equip, Empower Programmes - Supporting the progress of your organisation’s entry and rising talent while driving empowerment and diversity.

We are passionate about making a change for young professionals in corporate environments, so if you are too, let's talk! 

▶️ Want to know more? Let's have a quick virtual coffee.☕

𝗘: hello@solumanconsultancy.com
𝗧: 020 8064 1992
𝗪: solumanconsultancy.com

𝗦𝗽𝗲𝗰𝗶𝗮𝗹𝗶𝘁𝗶𝗲𝘀: early careers, career coaching, career strategy

As a Black woman, the last two weeks have been hard.
It literally shouted out to British Black women, in particular that the UK government (both major parties) don't give a flying f*ck about Black women.
It was hard because it triggered many flashbacks as far back as primary school, right through to situations during my corporate career.

Why does this happen?
Misogynoir may be a term that is new to many. However, Black women have long experienced the symptoms, and it takes it toil more than you can imagine. 

Below is a brief overview of how misogynoir plays out in the corporate space. For more information, please remember that Google is your friend, as are other search engines.

➡ Pay Disparities: Black women often face a "double pay gap" due to both their gender and race. UK statistics have shown that Black women earn significantly less on average than their white counterparts, highlighting the intersectional nature of pay disparities.

➡ Limited Career Advancement: Black women may encounter barriers to career progression, such as being overlooked for promotions or opportunities for advancement despite their qualifications and skills. This can be attributed to biases and stereotypes that portray Black women as less competent or deserving of leadership roles.

➡ Microaggressions and Stereotyping: Black women may experience microaggressions in the workplace, such as being subjected to stereotypical assumptions about their competence, work ethic, or demeanour based on harmful stereotypes perpetuated by misogynoir.

➡ Exclusion and Isolation: Black women feel isolated or excluded from workplace networks, mentorship opportunities, or social events due to the prevalence of predominantly white and male corporate cultures that do not adequately address the unique challenges faced by Black women.

➡ Lack of Representation: Black women may be underrepresented in leadership positions and decision-making roles within corporate organisations, which can perpetuate a cycle of exclusion and reinforce existing power imbalances.

Addressing these issues requires intentional commitments, radical overhaul, and brave leadership to remove the band-aid and get to work uncovering systemic racism within organisations. It also requires intersectional approaches to diversity, equity, and inclusion that recognise and address the unique challenges Black women face in the workplace.

I am incredibly thankful for my ever-present support network, which reminds me that I will always be the one and never the 2 (iykyk).
The Compass Club, Helen Joy, and the fantastic event I attended, Unapologetically Black, organised by Aggie Yemurai Mutuma  FCIPD , david mcqueen, and Sope Agbelusi.

#misogynoir #equitableopportunities #discrimination


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