Benjamin M Porter

Experience

• 

  Intel

  Jun 2001 - Jun 2004

  Accountable for providing end-to-end HR support for an engineering division including Staffing, Compensation & Benefits, Training & Development, Employee Relations, and Performance/Talent Management.Built organization capability in two engineering divisions, which included addressing org structure issues, coaching managers and working with employees to resolve performance-related and other challenges, as well as enhancing org effectiveness through the implementation of global rotation and succession planning programs Show less

  • Human Resources Business Partner

    Nov 2002 - Jun 2004

  • Human Resources Rotation Program

    Jun 2001 - Nov 2002
• 

  Microsoft

  Jun 2004 - Dec 2014

  Developed a prioritized people plan with the executive leadership team of Microsoft Research, and oversaw its successful execution across 1,200 employees, 11 unique sites and 8 different countries. Drove transformation by eliminating 100 positions, establishing project-focused organizations and shifting the talent mix from research to engineering, which resulted in savings of $25M and a more accountable functionInitiated the creation of talent reviews across the division, which resulted in targeted development and succession planning that increased overall bench strength and provided focus to executive recruitment effortsLaunched diversity-focused sponsorship across the division, which resulted in an external case study being published by the Anita Borg Institute, as well as driving a 1%-point increase in female talent in 18 months Show less Led a team of 40, hiring over 1,000 full-time and contract staff each year for the sales, marketing and services organization. Oversaw all recruitment activities across 12 countries, including campus, industry and executive hiring.Implemented a new approach to hire/on-board early-in-career talent into small, emerging markets across Southeast Asia, which enabled scalability and grew hiring 8X from less than 5 to over 40 per yearRevamped the staffing model in Asia Pacific, which resulted in recruiter productivity increasing 25%, diverse hiring improving 10% points and reducing average time-to-fill by three weeksInfluenced the decision to implement a globally scalable Staffing system, which enabled real-time reporting and tracking so talent acquisition leaders around the world could make more informed and data-driven decisionsOutsourced staffing operations from three high-cost labor markets to the Philippines, which enabled the re-investment of budget into higher priority activities, as well as the ability to provide enhanced customer serviceDrove the implementation of the HR operating model – this change management project enabled the function to centralize and standardize employee support, as well as allowed scalability and focus for people leaders Show less Accountable for leading a virtual team of six HR professionals and partnering closely with the Chief Media Officer and General Manager of MSN International to build out the MSN International organization across 20 markets worldwide.Established a new role called Executive Producer and hired senior-level talent into these positions in the top 20 markets around the world, which help to build a media mind-set across the company so we could more effectively compete with Yahoo and other local players in the online content/advertising business Show less Accountable for partnering with the Vice President of MSN Search to drive recruiting prioritization, talent management, geo-distributed development and strategy alignment throughout the organization.Built a talent-focused distributed development strategy that enabled the Search team to leverage much needed Engineering talent based in China and India to greatly improve the relevance of MSN Search results across the globeEstablished and implemented a one day on-boarding program to quickly orient and ramp new hires into the MSN Search team, which resulted in a productivity increase as measured by the team’s progress on key metricsDeveloped a Candidate Value Proposition that recruiters, hiring managers and interviewers leveraged to sell against Google – the main points were centered on great people, breadth of career opportunities, and the ability to make an impact...once we had this framework fully in place, our head-to-head recruiting win % increased from 25% to 33%Lead the HR team that divested Slate magazine to The Washington Post, this included developing and implementing a retention strategy that enabled us to keep 100% of the critical talent in place and stable as both companies and all of the employees moved through the ownership transition Show less

  • Senior Human Resources Manager, Microsoft Research

    Nov 2012 - Dec 2014

  • Talent Acquisition Lead, Asia Pacific

    Apr 2008 - Nov 2012

  • Human Resources Manager, MSN.com

    Jan 2007 - Apr 2008

  • Human Resources Manager, MSN Search

    Jun 2004 - Jan 2007
• 

  GE Healthcare

  Jul 2015 - Aug 2016

  HR Business Partner

  Accountable for the strategic people plan for a Healthcare Technology business focused on electronic health records for patients and optimizing payments between insurance companies and providers.Executive talent recruitment and development Implemented an incentive plan to drive commercial performance and deployed a new organizational model for the product management function

• 

  GE Digital

  Aug 2016 - Dec 2020

  Executive HR Business Partner

  Oversee a global HR team to drive business outcomes for a 2,000-person Grid Software division (including engineering, commercial, services/support, quality and product management) with ~$700M in revenue.Enhanced culture and talent capabilities by turning over more than 50% of the Grid Software executive leadership team to ensure the right people were in the right roles at the right timeDirected a re-structuring effort that streamlined operations, reduced costs by over 25% and enabled an expansion of operating profit by 3X over four years (from $35M to $105M)Deployed a new, higher-leveraged sales incentive plan to drive commercial intensity – this led to a 23% multi-year increase in orders across three lines of business (distribution, transmission and asset management) Show less

• 

  Amazon Web Services (AWS)

  Jan 2021 - now

  Principal HR Business Partner