CONNECT WITH US
WE DELIVER TOP DECILE RETENTION.
That’s Impressive. But Not By Chance.
CONNECT WITH US
WE DELIVER TOP DECILE RETENTION.
That’s Impressive. But Not By Chance.
Anita Chirde is a Managing Director of Butterfass Pepe Group responsible for managing senior level assignments for clients on a global basis. She has played a key leadership role as an advisor to our key clients, on their expansion plans. She has worked with clients on human resources issues as well as in developing specific plans to help them improve their current performance and keep up with rapidly changing business landscape. She has created value to our clients, gaining substantial value for organizations, leaders and culture.
With more than thirteen years in the investment management business, her knowledge of product distribution, manager due diligence and investment manager research provides strength for our clients in the asset management realm. Prior to joining our firm, Anita was a relationship manager in the Strategic Business Development Group at BNY Mellon Asset Management.
Anita holds a B.S. in Chemical Engineering and an MBA from the New Jersey Institute of Technology.
Leonida Pepe is Managing Partner and Chief Financial Officer of Butterfass Pepe Group, managing the firm’s finances and operations. She has executed assignments for key leaders in the investment management business across all asset classes. Leonida has worked with many outstanding leaders in major multinational companies addressing the needs of leadership readiness for the
future of their business. She has helped leaders create blueprints for selection, promotion, succession and development decisions.
Prior to Butterfass Pepe Group, Leonida was Director of Human Resources for The Reuben H. Donnelly Corporation, a division of Dun & Bradstreet. As a trained assessor, she developed training programs on executive assessment and succession planning through meeting of developmental needs of senior management. Utilizing DDI assessment programs, she identified leader readiness across the organization and developed programs to address performance and future potential. She taught leaders strategies for recruiting employees, reducing turnover, promoting employee development and retaining a talented workforce.
Leonida has a B.S. in Business Administration from Iona College.
Stanley is Managing Partner and Chief Executive Officer of Butterfass Pepe Group, leading the firm’s strategy and client mandates. Stanley leverages his deep understanding of the asset management business to help clients solve business problems by attracting, developing and retaining the most talented investment professionals in the asset management industry.
In his over thirty year career in the executive recruiting industry, he has led C-suite and senior level assignments for clients. His searches include presidents, chief investment officers and senior leaders of global asset managers. Stanley is a certified professional coach. With his unique blend of skills and knowledge in competency model development & coaching, he has coached leaders to become more meaningfully engaged and effective, resulting in improved business results and greater performance from the people they manage.
Prior to Butterfass Pepe Group, Stanley was the Director of Human Resources at The City University of New York.
Stanley has a B.A. from Hunter College and an MA in Guidance and Counseling Psychology from New York University. He is a Certified Professional Life Coach (CPC) trained by the Institute for Professional Excellence in Coaching (iPEC) and an Energy Leadership Index Master Practitioner (ELI-MP).
The job benchmarking process seamlessly establishes the foundation for leadership and succession planning. It provides all the information necessary to proactively cultivate bench strength. An adequate leadership and succession pipeline is necessary for an organization to remain in a competitive lead. No business can afford to lag behind competitors as a result of a crisis in leadership staffing that could have been anticipated. The job and employee information assembled in this process easily identifies the high potential employees who have what it takes to perform in the crucial positions that keep the business moving forward. Everything is in place to match them to a next level leadership position and plan development so they are ramped up and ready when the time comes.
The strategic plan must penetrate the organization if it’s going to work. Job benchmarking accomplishes this by aligning the day-to-day activities of the workforce to the strategic plan. Every position exists to move the business toward achieving specific goals. In an era of streamlined operations when many roles have changed, the job benchmarking process assures that every position is clearly defined to focus efforts on producing the outcomes that are the reason each job exists. Job benchmarking ensures that the strategic plan permeates the organization.
The job benchmarking process gives the job the central voice in defining the ideal candidate, removing human bias and the limitations it puts on performance. With a factual benchmark of peak performance requirements for each position, the organization is transformed into a workplace where superior performance is the norm.
Employees in a best-fit job are empowered to succeed, making it easy for them stay engaged. Their job satisfaction brands the company as a “Best Place to Work”, attracting other talented people to the team. A comprehensive picture of each employee’s talent and potential is automatically in place, along with a complete professional development program, so managers have an individualized guidebook for coaching and mentoring.
The Performance Coaching Process improves communication and creates increased leadership ability to inspire people that helps them deliver that vision.
Coaching to the Core
Actions are the manifestations of core thoughts and emotions. Without changing those core elements, behavioral change is superficial and temporary, and sustainable change and exponentially greater results are impossible. We focus on the core energy. The continuum of core energy is Think, Feel Act. We help clients break through limiting thoughts and emotional responses. We help them replace those with supportive and empowering beliefs enabling them to take powerful and consistent action.
Coaching is a proven, thought provoking process which aligns clients’ goals with organization strategies.
Together we will identify your challenges in a way that will leave you and your team empowered, creating better outcomes and increased productivity.
Teams can make better decisions, solve more complex
problems and do more to enhance creativity than a single individual.
As a leader are you ready to change?
BPG utilizes TTI Success Insights and or DISC for team members to raise awareness
In our engagement with clients, we have played a major role in creating alignment between the strategic intent and operational reality.
People Strategy
Is your culture representative of the best of your organization? We will help you define the steps needed to create a culture of engaged leadership, empowerment, collaboration, and performance.
We have proven tools and strategies to:
The key to success is a close partnership with you.
Team placement is a skill we’ve fine-tuned over more than 30 years in asset management recruiting. And a critical element in the process is working closely with our own teammate — you— to generate a team profile based on personal abilities and chemistry matched to your firm.
Our process helps us achieve effective placement of high performing investment teams. These processes are based on quantitative and qualitative factors.
We make an extra effort to create a positive atmosphere that helps smooth the transition of team leaders and their teams from out of their comfort zones to help them succeed in a new environment.
Your end-to-end, long-term talent acquisition solution. Your recruitment doorway to the finest candidates in the asset management field. Our top decile talent retention rate is driven by our Competency Modeling, a three-part discipline that helps us to more precisely match candidates with companies based on our Candidate Profiling process.
See the person behind the resume. We have a system for identifying candidates with the key personality characteristics critical to success in the position.
It’s how we match the personality to the position. Identifying technical and functional skills is the easy part. It takes extra effort to identify the personality behind the resume that makes one candidate different from the others.
Which candidates are entrepreneurs? Who are the team leaders? Can we identify decision makers or those who are results driven? Or combinations of all these traits and more? These are the questions Candidate Profiling can answer. This profile usually covers six to eight skills and capabilities to achieve the best match.