Building
your career
At Socitm Advisory, we believe in progression - and so never stop learning!
Continuous Professional Development (CPD) s the cornerstone of our employee learning journey. It is important for us to ensure everyone has a documented personal development plan to work through. We aim to provide access to the right internal and external opportunities that will equip our teams for the challenges raised within our programmes and allow you to grow.
Our goal is to encourage the right learning, at the right stage of your development path to maximise the experience for the individual, our customers, and for Socitm Advisory. Of course, other than our internal training programmes, there will be moments when external programme or industry recognised qualification is the appropriate route and we have a simple funding process that is open to all permanent employees.
After joining the Socitm Advisory family, all of our team are put
on the first step of their People Journey, working through from
induction to promotion, which is outlined below.
Our people journey
01
Induction
Early and consistent expectation management - what to expect, your responsibilities etc.
02
Ongoing learning journey
A formal learning journey blending internal and external interventions, linked to professional development and career profession.
03
Spotting high-potential talent
Early identification of high-potential future talent. This includes the journey to release that potential and the benefits to inclusion.
04
Promotion process
Fair and enjoyable process for promotion at all levels - underpinned with full assessment plan.
05
External qualifications
Access to CPD and external qualifications benefiting both employee and the business.
06
Compensation and benefits
Compensation and benefits keeps pace with personal development. Formal review mechanism exists and is offset against published pay scales. Pay Gap data exists as a cornerstone of the Diversity and Inclusion agenda.
07
Review process and tools
Every staff member is enrolled in a review mechanism. Review is proactive, engaging and agile, and creates a continuous feedback culture. Appropriate tools are available to manage the journey and staff are training in how to maximise their impact. Objectives and deliverables underpin company Talent Management Review mechanism (which in turn fuels the promotion process). Formal psychometric assessment validated progress.
Consultant career ladder
Client Services Director
The Client Services Director is a leadership role of strategic importance to the future success of Socitm Advisory. The purpose of this role is to act as a senior advisor to our largest clients, overseeing successful programmes across all our services offerings.
Principal Consultant
The purpose of this role is to act as a subject matter expert as part of the programme or project team servicing our clients, ensuring confident and competent delivery of programmes across all of our service offerings.
Senior Consultant
The purpose of this role is to act as a key members of the programme or project team servicing our clients, ensuring confident delivery of programmes across all our service offerings.
Consultant
Our Consultant role is the entry level consulting post, acting as a member of the programme or project team, ensuring competent delivery of programmes across all of our service offerings.
Georgia Twaites
Servie Lead - OD and Change Delivery
Georgia joined the Socitm Advisory family in 2017 as a Senior Consultant before working her way up through Management Consultant and Client Service Director roles to now be our Service Lead for OD and Change Delivery.
"I joined Socitm Advisory from a local authority in London, having spent 9 years moving from the front line in social housing, finishing my time within a 3-year shared service transformation programme across three local authorities. It's through that transformation expertise I was introduced to Socitm Advisory's CEO, Tony Summers, and after a coffee I joined the family as employee number three or four!
I hit the ground running on my first day, being allocated to the ERP programme in Lewisham where I was able to utilise my existing skills to support the HR team design their solution. After a few months, I was encouraged by the Senior Leaders to attend the Encouraging Women in the Digital World course; it was a real spring board for me personally, taking time to reflect on my career and realising I just needed to believe in myself to take my next steps, importantly it also allowed me to be an effective leader.
From there, I began supporting the Chief Executive's and their Leadership Teams with discussions on the vision for their organisation in relation to their HR and Finance services. About that time I stepped up into the then Managing Consultant role, taking responsibility for managing client relationships, taking care of commercials, and overseeing delivery of multiple programmes. It was at times a steep learning curve for me, but I always had the support of the leaders to help me navigate through my new responsibilities.
This journey led to where I am now, as the Service Lead for OD and change Delivery, leading a team delivering ERP programmes throughout the public sector, within the UK and in Europe."