Neil Frye

Neil Frye

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Chief People Officer
Dallas, Texas, United States

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  • PeopleTech Partners
    HR Tech Advisor & Investor
    PeopleTech Partners
    Jun 2025 - Current (1 year 3 months)
  • Dotmatics
    Chief People Officer
    Dotmatics
    May 2022 - Current (4 years 4 months)
    Dotmatics is the global leader in R&D scientific software that connects science, data, and decision-making. More than 2 million scientists and 10,000 customers trust Dotmatics to accelerate research and help make the world a healthier, cleaner, and safer place to live. Dotmatics is a global team of more than 800 employees dedicated to supporting its customers in over 180 countries. The company has 14 offices with teams located around the world. Learn more at https://dotmatics.com. As Chief People Officer I will help lead our People team. The people team consists of recruiting, human resources operations, employee relations, total rewards (compensation & benefits), diversity & inclusion, learning & leadership development. Our people tea
  • CPOHQ
    CPOHQ Founding Member
    CPOHQ
    Apr 2020 - Current (6 years 5 months)
    CPOHQ: the #1 place for Chief People Officers to learn from each other. CPOHQ.com
  • GSV Ventures
    Board Member
    GSV Ventures
    Aug 2019 - Current (7 years 1 month)
    As a Member of the Strategic Advisory Board of GSV Accelerate, I will primarily advise and mentor portfolio companies. In addition, I will identify potential companies for investment by keeping my pulse on the talent technology market. A public announcement of my placement will be made closer to Labor Day. GSV AcceleraTE is an early stage venture fund that partners with exceptional entrepreneurs and their companies in the $1 trillion learning and talent technology sector. Companies like Coursera, Classdojo, Fairygodboss, Handshake and Turnitin are all GSV AcceleraTE portfolio companies. For more, see https://gsvaccelerate.com/companies/. Our mission is to back innovative learning and talent technology entrepreneurs working to give all
  • Alto Pharmacy
    Chief People Officer
    Alto Pharmacy
    Nov 2019 - Feb 2022 (2 years 4 months)
    Alto's mission is to fulfill medicine's true purpose—to improve the quality of life for everyone who needs it. We are a modern pharmacy changing the way people manage and fill their prescriptions with a patient-centric, technology-driven online pharmacy. Alto provides same-day, free delivery, seven days a week for prescriptions. More importantly, we offer cost transparency, personalized mobile support, and real-time coordination with doctors and insurance companies. The Chief People Officer leads the talent professionals across Talent, HR, Workplace Services and IT. This mighty team delivers an amazing candidate experience, attracting talent across our 13 locations; onboard, manage people data, reward, develop and engage. Our Workplace
  • Alto Pharmacy
    Chief People Officer
    Alto Pharmacy
    Nov 2019 - Feb 2022 (2 years 4 months)
    Alto's mission is to fulfill medicine's true purpose—to improve the quality of life for everyone who needs it. We are a modern pharmacy changing the way people manage and fill their prescriptions with a patient-centric, technology-driven online pharmacy. Alto provides same-day, free delivery, seven days a week for prescriptions. More importantly, we offer cost transparency, personalized mobile support, and real-time coordination with doctors and insurance companies. The Chief People Officer leads the talent professionals across Talent, HR, Workplace Services and IT. This mighty team delivers an amazing candidate experience, attracting talent across our 13 locations; onboard, manage people data, reward, develop and engage. Our Workplace
  • Dropbox
    Global Head of Recruitment, HR Operations & Technology
    Dropbox
    Jul 2016 - Oct 2019 (3 years 4 months)
    Every Dropboxer plays a key role in helping us find and recruit amazing people, and our recruiting team leads the charge by coordinating these efforts. It’s no easy task to identify and attract the top talent in the world, but when you have the support of the entire company, it’s incredibly fun and rewarding. That’s what makes recruiting at Dropbox special. My role oversees the global Recruitment, HR Operations, Analytics and Technology teams, accountable for the strategy, execution of operations, delivery of results and enablement of efficient processes and world-class technology solutions to scale our business. In addition a key focus on our people providing career development opportunities to learn and grow their craft. Global Recrui
  • Dropbox
    Head of Global Operations & Technology (People) at Dropbox
    Dropbox
    May 2015 - Jul 2016 (1 year 3 months)
    Build and scale a successful People Operations team including Onboarding, Compensation Admin, Benefits, HR Data Administration, Global Mobility and other people processes by developing and optimizing processes and policies. Lead a team of energized Dropboxers to deliver amazing employee experiences and make their lives better through People programs and technology (Workday, Greenhouse, RedCat, Small Improvements, CultureAmp) and overarching technology infrastructure including Dell Boomi (ETL and API), Amazon S3 and RedShift with visualization via Tableau.
  • Google
    Business Systems Integrator in Corporate Engineering
    Google
    Jun 2012 - Apr 2015 (2 years 11 months)
    Manager, Program Management and Business Analysis for Payroll, Compensation, Benefits and HR Tools supporting our teams designing, building or buying technology for Googlers including ancillary areas like recognition, rewards, document/content management, onboarding and notifications. IT Business Partner for Payroll, Time & Attendance and Global Sales Bonus supporting Global Payroll Director and Managers of Payroll including strategic planning, technology landscape evaluation, total cost of ownership. Collaborate with internal engineering teams building systems and vendors delivering services to support Payroll processing, Time & Attendance and Global Sales Incentive Compensation Management. IT Business Partner for Compensation supporting
  • C
    Consultant
    Jan 2010 - May 2012 (2 years 5 months)
    Accenture partnered with this client to conduct a Core HR System evaluation including collection of core requirements, comparison to market, RFI (with 12+ vendors), RFP (with 4 vendors (SAP, Oracle, Workday, SuccessFactors), business case development. In addition, Corporate Engineering engaged our team to build a Total Rewards product and support Workforce Planning process design across Recruiting, Finance and HR. As the engagement manager I led a team of 10 consultants who conducted the market analysis, provided guidance and advice which ultimately led to the selection of Workday as Google's Core HR system and delivered a Total Rewards experience for 10 countries globally.
  • Nike
    Consultant
    Nike
    Jan 2009 - Dec 2010 (2 years)
    Accenture partnered with this client to facilitate the achievement of strategic business objectives by the world's leading designer, marketer and distributor of authentic athletic footwear, apparel, equipment and accessories. The program will deliver harmonized SAP Human Capital Management-enabled processes and simplified HR through global shared services, which will directly support the client's key goals of rapid growth while remaining innovative, and maintaining a strong brand and position as industry and regional employer of choice. As the Global Shared Services Lead I delivered key requirements, scope of services for HR shared services, recommendation on the location for regional centers in Asia Pacific, Europe and North America. My
  • Nike
    Consultant
    Nike
    Jan 2009 - Dec 2010 (2 years)
    Accenture partnered with this client to facilitate the achievement of strategic business objectives by the world's leading designer, marketer and distributor of authentic athletic footwear, apparel, equipment and accessories. The program will deliver harmonized SAP Human Capital Management-enabled processes and simplified HR through global shared services, which will directly support the client's key goals of rapid growth while remaining innovative, and maintaining a strong brand and position as industry and regional employer of choice. As the Global Shared Services Lead I delivered key requirements, scope of services for HR shared services, recommendation on the location for regional centers in Asia Pacific, Europe and North America. My
  • AnheuserBusch InBev
    Consultant
    AnheuserBusch InBev
    Feb 2008 - Jan 2009 (1 year)
    Faced with rapid growth and global expansion, as well as shift in market norms in Executive Compensation; desire to attract and retain key talent with market relevant salary, competitive long-term incentive with balance of risk and reward this client My role includes: * Partner to Chief People Officer and Director, Total Rewards including development of cost-side business case ($100M yearly payout) and other Board level required analysis * Develop delta Economic Value Added, dilution * Rollout of New Rewards program to 150 executives through Town Hall meetings, communications and supporting materials * Review/analyze various long term incentive vehicles and compare company cost, employee value and ease of implementation (restricted shares,
  • AnheuserBusch InBev
    Consultant
    AnheuserBusch InBev
    Feb 2008 - Jan 2009 (1 year)
    Faced with rapid growth and global expansion, as well as shift in market norms in Executive Compensation; desire to attract and retain key talent with market relevant salary, competitive long-term incentive with balance of risk and reward this client My role includes: * Partner to Chief People Officer and Director, Total Rewards including development of cost-side business case ($100M yearly payout) and other Board level required analysis * Develop delta Economic Value Added, dilution * Rollout of New Rewards program to 150 executives through Town Hall meetings, communications and supporting materials * Review/analyze various long term incentive vehicles and compare company cost, employee value and ease of implementation (restricted shares,
  • Heineken
    Consultant
    Heineken
    Jan 2008 - Jan 2009 (1 year 1 month)
    Looking to expand beyond focused financial objectives driving incentives and behaviors, the client requested an accelerated senior executive objective setting process and standard set of objectives across areas like innovation, sustainability, customer and people. My role includes: * Partner to Group HR Director and Manager, Performance Management to design fast track process and develop draft objectives for Executive Committee members * Develop implementation approach to 400 senior management positions given limited technology support for 2010
  • Heineken
    Consultant
    Heineken
    Jan 2008 - Jan 2009 (1 year 1 month)
    Looking to expand beyond focused financial objectives driving incentives and behaviors, the client requested an accelerated senior executive objective setting process and standard set of objectives across areas like innovation, sustainability, customer and people. My role includes: * Partner to Group HR Director and Manager, Performance Management to design fast track process and develop draft objectives for Executive Committee members * Develop implementation approach to 400 senior management positions given limited technology support for 2010
  • Cisco
    Consultant
    Cisco
    Jan 2008
    This company known for innovation with a back-office of the Sales organization looked to transform itself by moving right talent in the right place to execute its strategy with challenges, including: Insufficient leadership capabilities, missing critical skills, lack of desired collaborative behavior across functions, geographic mismatch of talent versus needs and insufficient pipeline for critical roles My role: * Partner to Director, Talent Management including development of Talent Strategy, Competency Model, Talent Forecasting Model and Roadmap for the organization to achieve business results.
  • Cisco
    Consultant
    Cisco
    Jan 2008
    This company known for innovation with a back-office of the Sales organization looked to transform itself by moving right talent in the right place to execute its strategy with challenges, including: Insufficient leadership capabilities, missing critical skills, lack of desired collaborative behavior across functions, geographic mismatch of talent versus needs and insufficient pipeline for critical roles My role: * Partner to Director, Talent Management including development of Talent Strategy, Competency Model, Talent Forecasting Model and Roadmap for the organization to achieve business results.
  • Walmart
    Consultant
    Walmart
    Jan 2007 - Jan 2008 (1 year 1 month)
    This large retailer engaged Accenture on the Strategy and Planning phase of a multi-year HR Transformation journey. The current Business Challenges include continued rapid business growth and expansion and the changes to the business model and how HR will be run in the future, changing workforce demographics and needs and resultant workforce requirements and their role in the social and political arena. My role: * Director, Program Management Office - 30 person team, $7M contract management * Business Case Lead - Developed/socialized $1B business case for change * Support C-Suite and Board-level presentations and multiple workshops * Oversight of analytics, talent management and organization effectiveness projects including implementation
  • Walmart
    Consultant
    Walmart
    Jan 2007 - Jan 2008 (1 year 1 month)
    This large retailer engaged Accenture on the Strategy and Planning phase of a multi-year HR Transformation journey. The current Business Challenges include continued rapid business growth and expansion and the changes to the business model and how HR will be run in the future, changing workforce demographics and needs and resultant workforce requirements and their role in the social and political arena. My role: * Director, Program Management Office - 30 person team, $7M contract management * Business Case Lead - Developed/socialized $1B business case for change * Support C-Suite and Board-level presentations and multiple workshops * Oversight of analytics, talent management and organization effectiveness projects including implementation
  • Discovery Communications
    Consultant
    Discovery Communications
    Jan 2007
    A growing media and broadcasting company. Due in part to this growth (1.5 billion cumulative subscribers worldwide (~170 countries) this organization looked for clear and business linked strategy for human resources. My Role: * Partner with EVP HR, SVP Learning & Development and Director HRIS on development of HR Strategy including defining an overarching HR Operational Strategy; conducting the first phase of an HR IT assessment, full diagnostic using the Human Capital Development Framework, and creating an opportunity matrix for future project opportunities including indicative business case and implementation plan
  • Discovery Communications
    Consultant
    Discovery Communications
    Jan 2007
    A growing media and broadcasting company. Due in part to this growth (1.5 billion cumulative subscribers worldwide (~170 countries) this organization looked for clear and business linked strategy for human resources. My Role: * Partner with EVP HR, SVP Learning & Development and Director HRIS on development of HR Strategy including defining an overarching HR Operational Strategy; conducting the first phase of an HR IT assessment, full diagnostic using the Human Capital Development Framework, and creating an opportunity matrix for future project opportunities including indicative business case and implementation plan
  • Pacific Gas and Electric Company
    Consultant
    Pacific Gas and Electric Company
    Jan 2006 - Jan 2007 (1 year 1 month)
    This company partnered with Accenture to begin an overall Business Transformation of almost every function of their business from Energy Delivery, Transmission & Distribution, Supply Chain, IT, Asset Management and Human Resources. In the first year (2005) $20 Million in savings was realized and 21 projects went live including HR Transformation. My Role: * Partner with Director, Talent Management to develop Utility-wide competency model, performance management system and program and other HR programs. * Develop Center of Excellence start-up plan and support corporate recruiting function and leadership
  • Pacific Gas and Electric Company
    Consultant
    Pacific Gas and Electric Company
    Jan 2006 - Jan 2007 (1 year 1 month)
    This company partnered with Accenture to begin an overall Business Transformation of almost every function of their business from Energy Delivery, Transmission & Distribution, Supply Chain, IT, Asset Management and Human Resources. In the first year (2005) $20 Million in savings was realized and 21 projects went live including HR Transformation. My Role: * Partner with Director, Talent Management to develop Utility-wide competency model, performance management system and program and other HR programs. * Develop Center of Excellence start-up plan and support corporate recruiting function and leadership
  • EY
    Consultant
    EY
    Jan 2005 - Jan 2006 (1 year 1 month)
    This client engaged Accenture as the design partner after a successful HR Foundation Design completion. HR Service Delivery includes requirements gathering, Fit Gap (CRP) sessions, general and detailed design development (functional, technical, and interface), system and UAT test script development and execution, and implementation support. My Role: * Partner with Senior Director, Global Performance Management and Competencies to manage day-to-day operations of the Performance Management program including design, build, test and rollout to 60,000+ employees of revised Performance Management technology (MindSolve now SumTotal) and process.
  • EY
    Consultant
    EY
    Jan 2005 - Jan 2006 (1 year 1 month)
    This client engaged Accenture as the design partner after a successful HR Foundation Design completion. HR Service Delivery includes requirements gathering, Fit Gap (CRP) sessions, general and detailed design development (functional, technical, and interface), system and UAT test script development and execution, and implementation support. My Role: * Partner with Senior Director, Global Performance Management and Competencies to manage day-to-day operations of the Performance Management program including design, build, test and rollout to 60,000+ employees of revised Performance Management technology (MindSolve now SumTotal) and process.
  • Accenture
    Senior Manager
    Accenture
    Jul 2001 - Jun 2012 (11 years)
    Senior Manager in the HR & Talent Management practice | As a Senior Manager I managed teams ranging from 2- 20 including local and virtual global teams. I was responsible for work estimation and planning, contract structure and negotiation, pricing, invoicing and financial metrics management (cost, margin and expense management) and client expectation management. Contracts managed range from $300K to $30M. I also supported the development of new assets, thought leadership and our people through multiple career counseling relationships. Assets and thought leadership have been used by many global teams to help support client value and thought leadership published to support development of client solutions. Industry Expertise: Consumer G
Education verified_user 0% verified
  • William Mary
    BA, Public Policy (Economics, Government)
    William Mary
    Jan 1997 - Jan 2001 (4 years 1 month)
Projects (professional or personal) verified_user 0% verified
  • D
    Dropbox Employee Value Proposition Refresh | 2018
    During 2018, we hired an expanded Talent Brand team at Dropbox to focus on building out a talent brand strategy, refresh our employee value proposition, develop more metrics to measure our recruiting marketing efforts and collaborate with our Brand Marketing teams on their efforts. The results have been great! See more below... https://www.dropbox.com/jobs/work-better-1
Publications verified_user 0% verified
  • A
    Outlook
    Accenture Inc Jul
    The online journal for High Performance. In the new business reality, performance management is becoming a key enabler of high performance. Accenture explores the practices of leading companies to help provide a blueprint for a more effective approach to performance management.
  • S
    How to find top talent in the ever-changing world of work
    Silicon Republic Oct
    The search for top talent is changing. Neil Frye is the global head of recruitment, HR operations and technology at Dropbox. Here, he talks about how companies such as Dropbox has to adapt its strategies in order to find the cream of the crop.
  • B
    An HR exec at Dropbox explains how the company hires the best people before they even start looking for a new job
    Business Insider May
  • D
    Comprehensive HR Integration Drives Rapid Growth for Dropbox
    Dell Apr
    As Dropbox matured and built out its human resources technology landscape, the company committed to deploying cloud-based applications. Its HR systems needed to meet core business requirements while upholding the company’s industry-leading user experience standards. After a market analysis and assessment of current engagements at Dropbox, the company turned to Dell Boomi and Deloitte Consulting LLP. The two helped Dropbox quickly sort through its integration chaos and rapidly transform the workflows across its HR landscape.
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