Ben Parker

Background

About Ben Parker

I build people enablement systems that scale — onboarding architectures, leadership capability pathways, performance management cycles, and self-service learning ecosystems that strengthen trust, clarity, readiness, and cultural alignment.My approach is product-minded: design quickly, validate with signals, iterate fast, and scale what works. I operate with an automation-first mindset and use sentiment, adoption data, behavioral indicators, and knowledge-risk signals to continuously refine content, sequencing, and enablement operations.At PlanMember, I support a ~200-employee organization with ~36 people leaders across 24 departments. My scope spans enterprise onboarding, leadership development (supervisors → directors), performance lifecycle ownership, HR knowledge systems, compliance learning, LMS administration, and culture integration.Core outcomes:• Rebuilt the enterprise Performance Management lifecycle after a multi-year lapse — now covering 139 employees,~36 managers, 100% manager review completion, and 98% self-review participation.• Co-lead SIT, a structured FINRA licensing + role-readiness accelerator; leveraging analytics, calendar compliance, remediation cycles, study halls, and sentiment signals. First-attempt pass outcomes improved from ~75% to ~95%, with 100% eventual licensing completion.• Piloted and sustained a streamlined 1-week onboarding model aligned to the B-EPIC behavioral framework. SIT cohort feedback loops, sentiment analysis, and scenario-based verification are used to continuously optimize clarity, pacing, density, and readiness milestones.• Built a 40+ page HR Knowledge Base (~300 monthly views) as a single source of truth for SOPs, policies, development expectations, and PM processes — increasing equity, access, and consistency, while reducing dependency on individual manager interpretation.• Administer TalentLMS (~200 seats), Ethena (206 employees), LinkedIn Learning (150 active users), and STC for FINRA licensing study materials and analytics. Business-cased LinkedIn → OpenSesame migration, reducing content spend by ~$14K annually.I believe leadership is a cultural stewardship function. Leaders must:• own development pathways• communicate with clarity• create psychological safety• reinforce standards and expectations• steward performance and fairness• model trust by designIf those principles resonate with your culture or operating philosophy, I’d love to connect.