Human Resources Ann Arbor
Resume:
Chad G. Fry
Ann Arbor, MI ***03
312-***-**** (c)
******@*****.***.***
www.linkedin.com/in/chad-fry
Summary of Qualifications
Thirty years diversified Human Resources and consulting experience including corporate and plant level HR leadership positions and small and large clients. Specific experiences include Organization and Talent Strategies, Human Resources Effectiveness, Talent Management, Employee Relations, Succession Management, and Executive Coaching. Master’s Degree in Human Resources/Labor Relations.
Professional Experience
Consulting
2019 - 2023
2017 - 2018
Tata Consultancy Services (TCS)
Engagement Director - Consulting Ann Arbor, MI
Engagement Director responsible for expanding sales and delivery efforts to include HR Strategy and strategic alignment beyond traditional technology implementations.
Led engagement for Fortune 500 manufacturing company to assess HR function to identify improvement opportunities, including HR Operating model alignment and several process improvements.
Worked with Fortune 50 health insurance provider to identify and assess skills required for large migration to cloud based services for their Internal IT Function.
Engaged with Fortune 50 logistics company to conduct Design Thinking project to modernize their dock operations. Work includes workforce metrics analysis, incentive automation and creation of “uber-like” workforce to address turnover and staffing needs.
Alvarez and Marsal Ann Arbor, MI
Senior Director
Operationally driven firm that focuses on Corporate Transformation and Restructuring
Led project that reviewed HR Operational processes for a large MSO Collision Repair company. The work included process mapping, manager and employee workshops and change management to drive acceptance of the process changes.
Worked with Fortune 500 manufacturing company to identify cost reduction opportunities globally across the Human Resources Function. The work included benchmarking, multiple interviews and workshops and resulted in the identification of $4MM in cost savings opportunities Chad Fry
2015 - 2017
Accenture Detroit, MI
Senior Manager - Strategy
Responsible for identifying and delivering Organizational and Human Resources initiatives to drive enterprise growth.
Led a team responsible for the post-merger integration of the Human Resources functions of the two professional services organizations. The work included identifying ~$12MM in cost savings while also preparing the newly formed function to be successful in the new operating model.
Worked with Fortune 500 Financial Services firm to identify and execute SG&A cost savings opportunities.
2013 - 2016
2018 - 2019
Fry People Solutions Ann Arbor, MI
Founder
Founded an organization with a focus on assisting clients translate their organizational objectives to better align their people processes, structure and strategy to drive business results.
Worked with a subsidiary of Fortune 500 Company to complete assessment of their retail, care center, and professional recruiting function, increase staff to budget ratios, decrease time to fill and improve quality of hires. 2010 – 2012
2000 – 2010
Deloitte Consulting Detroit, MI
Senior Manager
Organizational and Talent Strategies Consultant
Responsible for identifying, selling, and delivering work in a variety of organizational and talent strategy areas; including succession management, leadership development, workforce segmentation, and organizational change.
Conducted Human Resources functional assessment for large office supply company. Review included current state assessment, gap analysis, and high- level and detailed organizational design including expanded shared services center.
Led talent management team that conducted end-to-end review of a bank’s talent management processes, including succession management in response to a MRIA from the Federal Reserve Bank of New York. BearingPoint (formerly Arthur Andersen) Chicago, IL Senior Manager
Human Capital Consultant
Responsible for identifying, selling, and delivering work in a variety of human capital areas, including Human Resources functional effectiveness, talent management and performance management.
Led multi-functional team in the assessment, recommendation, and implementation of a comprehensive set of improvements for a large retail wireless provider’s talent acquisition function, including creation of a predictive staffing model and customer/candidate satisfaction metrics.
Conducted a comprehensive review of HR function for a Fortune 50 Financial Services company. Identified over $50MM in cost savings through the review of shadow HR and training functions, redundant services and aligning the HR function with the organizational strategy.
Chad Fry
Led team of consultants to create and implement a leadership competency model and talent management journey map for a Fortune 100 Financial Services organization.
Led HR Team in turnover assessment for a Fortune 50 Retailer’s Call Center Operations with 2,000+ employees in 20 locations. Deliverables included detailed cost of turnover model, key drivers of turnover and a re-designed on- boarding process and supervisor training.
Transformed the HR Operations function for a Fortune 500 Quick Serve Restaurant change as part of overall HR Transformation. Professional Experience
HR Positions
1999 – 2000 CB Richard Ellis Chicago, IL
Regional Human Resources Director - Consultant
1998 – 1999 Corporate Express Delivery Systems Chicago, IL Director - Human Resources
1997 – 1998 ACNielsen Chicago, IL
Human Resources Manager - Customer Development
1995 – 1997
Pepsi-Cola Company Detroit, MI
Human Resources/Labor Relations Manager - Distribution & Production Center 1992 – 1995 The Chase Manhattan Bank, N.A. New York, NY Generalist North American Operations and Technology Education
1992 Michigan State University E. Lansing, MI
M.A. Labor Relations / Human Resources
1989 University of Michigan Ann Arbor, MI
B.A., Major: Psychology
Human Resources Conference Presentations
● The Conference Board – “Human Capital Metrics” – Keynote Address
● International Human Resources Information Management “HR Technology Roadmap”
● CIO Forum – “Prospering Despite a Workforce Shortage” Publications
● Talent Management – “Focus on the Right Talent Management Capabilities for Competitive Advantage”. Includes Talent Management Maturity Model
● Talent Management – “What CIO’s Can Do to Confront the Talent Challenge”
● Talent Management – “The ROI of Talent”
● Aging Workforce – “When the Boomers Retire – How will your organization fill the gaps?”
References - Available Upon Request
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