Brenda Lipari Cirillo

Senior Human Resources Business Partner at Evolution Road LLC
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Contact Information
us****@****om
(386) 825-5501
Location
New York City Metropolitan Area

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Arthur Klein

Brenda assisted me on a job search. She is very knowledgable, professional and was extremely helpful.

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Experience

    • Advertising Services
    • 1 - 100 Employee
    • Senior Human Resources Business Partner
      • Dec 2020 - Present

      Evolution Road is a leading Digital Innovation consultancy focused on solving life science’s most critical commercial challenges by leveraging innovation across digital marketing and digital health. Evolution Road is a leading Digital Innovation consultancy focused on solving life science’s most critical commercial challenges by leveraging innovation across digital marketing and digital health.

    • United States
    • Business Consulting and Services
    • 200 - 300 Employee
    • Senior Human Resources Consultant
      • Apr 2012 - Present

  • Westwood Education Foundation
    • Greater New York City Area
    • President
      • 2005 - Present

      Revitalize dormant not-for-profit foundation. Successfully create and host events for 400 plus people annually and build community and business leader support resulting in funds donated to the regional school district of over $300,000 to enhance curriculum and technology. Revitalize dormant not-for-profit foundation. Successfully create and host events for 400 plus people annually and build community and business leader support resulting in funds donated to the regional school district of over $300,000 to enhance curriculum and technology.

  • Brenda Cirillo Associates, LLC
    • Greater New York City Area
    • Career and Executive Coach and Human Resources Consultant
      • 2004 - Present

      Perform consulting assignments for both large and small companies in recruiting, training, human resources strategy, employee relations and benefits. Revise, implement and conduct new hire orientation program. Compose and implement employee handbook. Conduct team building and goal setting workshops for organizations. Coach individuals seeking new career path or new position. Design and develop training programs. Recruit C-level executives and all levels of staff. Perform consulting assignments for both large and small companies in recruiting, training, human resources strategy, employee relations and benefits. Revise, implement and conduct new hire orientation program. Compose and implement employee handbook. Conduct team building and goal setting workshops for organizations. Coach individuals seeking new career path or new position. Design and develop training programs. Recruit C-level executives and all levels of staff.

    • United States
    • Financial Services
    • 700 & Above Employee
    • Human Resources Director, Organizational Development 1998 - 2003
      • 1995 - 2003

      Responsible for web-based US performance management system and processes for firm. Design and implement assimilation initiatives for 2000 new hires including peer advisor program, new hire checklists, focus group process and survey. Work with intact teams experiencing conflict and conduct climate surveys., Design and implement mentoring programs and develop mentoring toolkit. Evaluate and redesign internal career pathing programs.Design, develop, and implement surveys, i.e. 360 degree… Show more Responsible for web-based US performance management system and processes for firm. Design and implement assimilation initiatives for 2000 new hires including peer advisor program, new hire checklists, focus group process and survey. Work with intact teams experiencing conflict and conduct climate surveys., Design and implement mentoring programs and develop mentoring toolkit. Evaluate and redesign internal career pathing programs.Design, develop, and implement surveys, i.e. 360 degree feedback program, exit interview survey, and employee satisfaction survey. Design HR scorecard.

    • National Human Resources Director, Audit 1997 - 1998
      • 1995 - 2003

      • Create and implement national recruiting function for all practices within Assurance Services for the firm to meet business resource needs. • Develop and manage compensation program for the specialty practices within Assurance. • Integrate firm’s HR Service Center with field recruiting function.

    • Human Resources Director, Financial Services Consulting 1995-1997
      • 1995 - 2003

      Direct all human resource activity for 600 person national practice including annual HR strategic plan, compensation program, recruiting plan and budget. Created Assimilation Program, Career Planning and Development Program, and HRIS system.

    • Professional Services
    • 700 & Above Employee
    • Human Resources Manager, EEO/AA, Compensation
      • 1990 - 1995

      NATIONAL OFFICE, 1992 - 1995 Managed Firm’s annual compensation process for over 10,000 professional employees and EEO/Affirmative Action Department and OFCCP compliance reviews. Created and implemented firmwide sexual harassment training program. Chaired task force on gender issues. Developed Firm's Staff Handbook. NEW YORK OFFICE 1990 - 1992 Responsible for assigning all Financial Services and Not for Profit Auditors to client engagements.Managed career development… Show more NATIONAL OFFICE, 1992 - 1995 Managed Firm’s annual compensation process for over 10,000 professional employees and EEO/Affirmative Action Department and OFCCP compliance reviews. Created and implemented firmwide sexual harassment training program. Chaired task force on gender issues. Developed Firm's Staff Handbook. NEW YORK OFFICE 1990 - 1992 Responsible for assigning all Financial Services and Not for Profit Auditors to client engagements.Managed career development, advancement, transition of, and compensation program and increases of professional staff. Show less NATIONAL OFFICE, 1992 - 1995 Managed Firm’s annual compensation process for over 10,000 professional employees and EEO/Affirmative Action Department and OFCCP compliance reviews. Created and implemented firmwide sexual harassment training program. Chaired task force on gender issues. Developed Firm's Staff Handbook. NEW YORK OFFICE 1990 - 1992 Responsible for assigning all Financial Services and Not for Profit Auditors to client engagements.Managed career development… Show more NATIONAL OFFICE, 1992 - 1995 Managed Firm’s annual compensation process for over 10,000 professional employees and EEO/Affirmative Action Department and OFCCP compliance reviews. Created and implemented firmwide sexual harassment training program. Chaired task force on gender issues. Developed Firm's Staff Handbook. NEW YORK OFFICE 1990 - 1992 Responsible for assigning all Financial Services and Not for Profit Auditors to client engagements.Managed career development, advancement, transition of, and compensation program and increases of professional staff. Show less

  • M & T Bank
    • New York City
    • Banking Officer, Human Resources
      • 1986 - 1990

      • Developed the Human Resources function in New York for this $6 billion commercial bank, reporting directly to the Senior Vice President of New York branches. • Managed all human resources activities including staffing, employee relations, compensation, benefits, and training and development. Defined needs and objectives in each area and recommended and implemented solutions. • Developed the Human Resources function in New York for this $6 billion commercial bank, reporting directly to the Senior Vice President of New York branches. • Managed all human resources activities including staffing, employee relations, compensation, benefits, and training and development. Defined needs and objectives in each area and recommended and implemented solutions.

Education

  • Boston College
    Bachelor of Arts (BA), Political Science, Human Resources and Business

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