Philip A. Berry

President, Philip Berry Associates 

100 Riverside Blvd., Suite #4B, New York 10069

Phone: 917-208-3428    Fax: 646-895-9399

What is “Global Human Resources” ?

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Leadership Competencies:

How To Increase Your Impact Globally

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Philip is passionate about the pursuit of excellence in the global workplace through the optimization of human resources.

Following decades of experience working for global corporations, Philip brings a uniquely in-depth perspective to cross-cultural talent development, diversity and inclusion, executive coaching, and personal branding. 

Through a career in senior positions at Colgate Palmolive, the Clinton Foundation, Procter & Gamble, Digital Equipment Corporation, and the Triborough Bridge and Tunnel Authority, Philip understands the critical importance of workplace efficiency and satisfaction in executing a company’s strategic goals.

He has implemented organizational plans in over 60 countries around the world living abroad in Paris and working in Europe, Latin America, Asia, Africa, the Middle East, Eastern Europe and Russia.

His contributions to business challenges such as strategic goals alignment, executive compensation, talent development, diversity and inclusion, and employee management following acquisitions are known as best practices across industries.

A prolific speaker and writer, Philip communicates strategies that help businesses and non-profits maximize efficiency and effectiveness.

Being Better Than You Believe: 8 Steps to Ultimate Success is Philip’s guide for organizations and individuals to achieve greater productivity, satisfaction, and success through thoughtful action steps.

In addition, he has written many articles focusing on diversifying the workforce, managing cultural differences, effective leadership, unconscious bias, and weathering financial downturns.

Philip’s many contributions to organizational effectiveness have earned him awards from Crain’s New York; the Feminist Press; Global HR News; the Caribbean American Chamber of Commerce; and the National Hispanic Corporate Achievers, among others. He is a passionate volunteer including serving as vice chairman of City University’s board of trustees, acting chairman of the City of New York Construction Fund, board member of the think tank Global Commerce Education, founder of and advisor to the Asia Society’s Corporate Diversity Council, and advisory board member of the New York City Center.

Philip holds an MBA from Xavier University, a master’s degree in social work from Columbia University, a bachelor’s degree from Queens College, and an associate degree from Manhattan Community College. He is certified by the International Coaching Federation and is a certified minority supplier. 

Philip established Philip Berry Associates to help organizations succeed through managing the full range of human resources opportunities and challenges. The firm’s 360-degree approach to success focuses on people at all rungs of the corporate ladder, workplace inclusivity, conflict resolution, productivity maximization, innovation, and communication. 

Whether maximizing profit or organizing major philanthropic initiatives, Philip Berry and Associates’ clients benefit from the firm’s guidance in attracting, developing, and retaining a diverse and inclusive workforce.

With both a micro approach to individual companies and industries, combined with a macro understanding of the global business and philanthropic environments, the firm is uniquely positioned to help you grow your organization and foster the growth of your most important assets: your people.


How does unconscious bias impact global Human Resources decisions in


development ,



performance management

  • The focus of our practice is to better enable individuals, the team, and organizations, to transition to increased levels of effectiveness and impact from their current situation.
  • About Leadership Competencies and how to increase your impact:   The role of branding … defining personal brand … understand the 3 parts”:   Individuals, teams, and organizations …all/each must transition from their present levels of effectiveness to higher levels of impact.
  •  Example of how others see you: When you have a product, you position the product in a certain way so that it’s going to be attractive to the ultimate consumer; and, that has to do with understanding the brand benefits  a consumer would care about.  Ask yourself:  Who is your customer?
  • Individuals also need to be aware there is a perspective, a way they are viewed, and the way they position themselves from the standpoint of what’s distinctive about them.   Think about how you want individuals throughout the organization to appreciate you, your capabilities.
  • Individuals must identify what their aspirations or goal happens to be; their distinctive competence.
  • What makes you different from other people?
  • What is the unique character and competence you bring positioning yourself in this particular job or in another job, and also it has to do with the value system you have in place, whether that value system is aligned very well with the organization in a way that’s going to be productive for you, and for the company.
  • As a result of the pandemic and all the disruption, leaders and managers, indeed all of us, should re-examine their “brand” and how it communicates.”