This document provides a summary of Fred P. Lange's professional experience in human resources. It outlines his experience leading HR functions and consulting for various companies. Some key points include that he has over 25 years of experience in strategic HR leadership and consulting. He has helped numerous companies in areas such as talent management, leadership development, change management, and HR best practices. He has also published articles and resources to help other HR professionals.

1. Fred P. Lange 415.515.9491
Professional Experience Summary fred@hrarchitect.com
Professional Summary
HUMAN RESORUCES EXECUTVIE with extensive experiences in fast-paced, high change, results-oriented,
business focused, matrix global companies. Demonstrated success in leading change and driving talent process
excellence. Innate strength in strategic thinking coupled with a expertise in translating strategy into clear actionable
goals for measurable results. Recognized as a trusted advisor at all levels of the organization from the Board, C-
Suite on down. Specific expertise as a Talent Management and Management Development include:
 Leadership & Talent Development  Business Integration Efforts
 Organizational & Cultural Effectiveness  Strategic Leadership
 Performance Management  HR Services & Best Practices
 Change & Process Improvement  Executive Development
Innovative talent business consultant partnering with the senior leadership team to drive strategic objectives
thru its talent.
• History of initiating, developing & promoting rapid, positive change in a variety of industries.
• Keen focus on leadership talent pool, identified high potentials internal/external immediate successors.
• Created “turn-key” processes and programs for major areas of Human Resources.
• Develop for VCs, Boards, and Leadership teams talent & succession model, assessment, and accelerator plan.
Shaping Organizational Structure to insure positive people environment through effective planning, change
management and communication.
• Entrepreneurial ability to see opportunity, assemble the right people, negotiate effectively and drive
actions.
• Proven partner and trusted advisor to officer level executives and throughout the various organizational
constituencies
• Successful coach to all-levels of management - turning around performance issues and accelerating fast-track
performers
Effective communicator and liaison at all levels of constituencies, human relations and team-building
instigator.
• Successfully enroll others in vision, then develop pathway and team to help get there.
• Multiple management development programs, interventions, and HR staff development curriculum.
• Board liaison for multiple Committees.
Highly-successful Human Resources record with fast-growth organizations focused on accountability, and
individual responsibility
• As an employee, established and developed the major HR functions, programs and processes for international firm.
• As a consultant, developed successful HR processes, procedures and practices for more than 50 firms,
allowing for easier and cost effective HR growth and scaling, while driving practices that supported accountability
and rewarded and acknowledge change leadership.
Education
BA, Labor Relations, University of Washington, December 1981.
Executive Excellence Program, Landmark Education Corporation, 1988
Professional Experience

2. Fred P. Lange 415.515.9491
Professional Experience Summary fred@hrarchitect.com
HR Architect
San Francisco, California
President
October 1994 – Present
HR Architect is an Integrated Business and HR Consulting Firm founded in 1994. HRA serves clients in a variety of
industries including education, bio-tech, high-tech, e-commerce, transportation, manufacturing, distribution,
hospitality, confectionery, health care, retail, telecommunications and professional services. The business is
organized around a virtual network of HR professional service providers.
Fred is responsible for 1 to 40 companies at a time, and provides day-to-day consultations encompassing a full range
of HR issues, all levels of employees, HR/OD/business problems, start-ups to 4th generation family-owned
businesses, non-profits, privately and publicly held organizations. He leads executive searches for 3 HR top
positions per year.
• Developed HR infrastructure and organizational build out for commercialization of product launch. Advised
executives with key hiring and people challenges. Developed talent plan. Liaison with Compensation
Committee. (client was Nextwave Pharmaceuticals, Inc.)
• Assessed HR function, developed action plan to address issues and proactive HR practices, HR staff
development plans, and improve HR business partner function for multiple clients in a variety of industries
(clients were Esco Corp; Cascade Corp., KQED, Nimblefish, Lycee Francais La Perouse, TripIt, MacCorkle
Insurance Services, and Restoration Hardware.)
• Develop compensation plan including job descriptions, evaluation, structure, and performance management.
(clients were Onix Mircrosystems, and RNM Properties )
• Developed HR function for startups from the initial angel funding stage which included senior level equity
issues, staffing teams, equity and reward plans, org. structure, development plans, performance programs and
launch milestones (Clients were: Hotwire.com, CriticalArc.com, eVolution.com, and TripIt.com)
• Developed human resources function, policies and practices, employment agreements for an e-commerce
startup (Client was Aircraft Shopper Online and RelayHealth.com).
• Developed an HR function, including incentive compensation plan, for a consumer design technology start-up
(Client was Addwater).
• Participated in three strategy projects. Each one was a multi-phase business analysis and reorganization
project providing the client with strategic leadership and business feedback to groups at the SVP level and
maintained open, positive communication channels with the entire management team and facilitated a team
approach to issue resolution throughout the organization.
• Successfully assisted three transportation clients with merger and acquisition and pre-purchase due diligence.
• Involved in four major HR restructuring projects. Conducted a three-phase approach – (1) analysis/diagnostics,
(2) strategy/design and (3) implementation process/best practices.
• Developed and presented task team and project management training for task forces which were accountable
for developing best practices, production/process improvements.
• Completed three base-compensation plans, including sales compensation, and three performance-based
compensation systems for clients. In each case, the organization’s strategy was refined and individual
performance measures were linked to the business strategy.
• Conducted three anti-union campaigns and won two out of three elections and the third was decertified by the
NLRB.
• Developed HR curriculum and certification testing for new HR managers (7 HR managers participated in the
program).
• Produced 60 employee handbooks from 1994 thru 2012. All were customized to fit the client’s culture.
• Published a comprehensive HR System that provides all the essential practices and forms for the HR function.
• Published a comprehensive staffing system with management training program.
• Since 1994, establish HR functions for 30 businesses that successfully met the client’s objectives.

3. Fred P. Lange 415.515.9491
Professional Experience Summary fred@hrarchitect.com
• Published an average of 20 articles per year regarding HR/LR compliance changes, new trends, and successful
approaches between 1994 and 2002 for HR Bulletin, distributed to over 500 clients and 100 professional
affiliations.
• Investigated, responded-to and successfully resolved (8) allegations filed with the DFEH.
Landmark Education Corporation, Inc.
San Francisco, California
Director, Human Resources
October 1989 – October 1994
An employee owned education corporation providing evening and weekend public programs with revenues
exceeding $35 million per year [1994] and operations in 25 states in the U.S. and 18 countries. The curriculum
specializes in creative thinking, personal productivity, breakthrough performance, time-management, teamwork,
excellence, and transformational techniques.
The opportunity expanded Fred’s worldwide HR experience, and developed his knowledge of Landmark’s OD
technology. Shortly after joining Landmark, Fred was promoted to the top HR role as Director, Human Resources.
In this role, Fred’s responsibilities included providing strategic leadership and business feedback to the management
team and maintaining open positive communication channels with the entire management team and employees
throughout the company’s global operations.
• Organized and administered a unique employee stock ownership plan that was initially rejected by CBC when
presented by outside counsel, but successfully approved after the management team's appeal to the CBC.
• Developed a new performance based compensation program for all functions, operations and positions;
acknowledged as a major factor in directing the company to its quick financial turnaround.
• Established consistent HR policies and practices worldwide by restructuring America’s management structure
to a global matrix structure which combined international and U.S. HR departments. Communication
campaign focused on the structure involved 3x level increase in communications with international
management.
• Transitioned from a centralized HR function to a decentralized HR function that was accomplished by
standardizing the HR procedures, transforming the function to a consultative approach versus the former
culture of a bureaucratic gatekeeper. Decentralization resulted in managers handling most the day-to-day HR
related issues, and reduced HR staff by 60%.
Air Products and Chemicals, Inc.
Houston, Texas
Assistant Regional Human Resources Manager
August 1988 – September 1989
In 1988, Air Products was a Fortune 200 chemicals company with more than 12,000 employees worldwide. The
Texas region consisted of ten facilities (750 employees) engaged in the manufacture of specialty chemicals,
cryogenic gas separation, and distribution centers/fleet. Chemical sales, the division with the largest growth in the
region, while Air Products operating margin had become increasingly more stable.
This position had a matrix design of HR services that provided support to three divisions in the Texas region –
specialty chemicals, gases, and distribution. A major initiative championed by Fred resulted in a $110 million
capital expansion project at a specialty chemicals plant and, as a result of the ongoing high-performance coaching,
the project received record breaking awards for process design and scheduling.

4. Fred P. Lange 415.515.9491
Professional Experience Summary fred@hrarchitect.com
• Identified the consulting firm to generate a cultural change in a specialty chemical manufacturing facility in
Pasadena, Texas. Trained in the consultants OD techniques and became an internal consultant. Facilitated
technical project teams in developing and producing unprecedented results within the facility. As a result of
the work, the plant was awarded the largest capital expansion project within the corporation's history.
• Provided training programs focused primarily on management, communication and leadership skills.
• Instituted college recruitment of chemist, engineers, and other technical staff.
• Conducted hiring intensive for select positions.
Cooper Industries, Inc.
Houston, Texas
Personnel Manager
June 1982 – August 1988
Cooper Industries is a Fortune 100 international manufacturing conglomerate with more than 40,000 employees
worldwide. Cooper had three business segments – Oil Field and Gas Equipment, Electrical and Electronic Products,
and Tools and Hardware.
Fred’s HR/LR experience began at Cooper Industries in 1982 upon earning his degree in Labor Relations from the
University of Washington, Seattle, Washington. Fred began in a staff position at the corporate offices in Houston,
Texas, and was rapidly promoted to field employee relation positions. In 1987, he was promoted to Human
Resources Manager (the youngest HR manager in the corporation).
• Human Resources Manager. Responsible for facilitating management restructure of a newly acquired plant.
Attitude surveys and employee meetings were used to facilitate employee participation. Restructure resulted in
the replacement of five of eight managers. Developed a cohesiveness new management team by providing
team training. Facility employed 450 and was one of the 3 major employers in city of 8,000 people.
Supervised five employees.
• Sr. Employee Relations Rep. Joined the employee relation team responsible for closing a manufacturing
facility in Southern California, and startup of new operation in Austin, Texas. Second in command HR
generalist responsibilities.
• Sr. Employee Relations Rep. Successful anti-union campaign against the Communication Workers.
• Sr. Employee Relations Rep. Reduced workers’ compensation costs 75% and recorded the first year of no lost
time injuries in the 70-year history of the business. Created a new right-to-know program. Developed an H2S
training program utilized throughout the corporation. Certified in risk assessment by Factory Mutual.
• Employee Relations Rep. Responsible for administering 20 employee attitude/opinion surveys per year at non-
union and unionized manufacturing facilities. Managed the annual employee relations conference for 100+
managers. Successful anti-union campaign against the UAW. Supervised three employees.
• Industrial Relations Rep. Responsible for developing variance reports for 100+ manufacturing facilities
throughout the world. Prepared union contract negotiation materials and arbitration hearing materials.