Profile
First Name
Ben
Last Name
Madden
Professions
HR Consulting
Industry
Human Resources
Chapter
B2B GovCon II
Member Role
B2B Member
Member Bio
Ben Madden is a highly experienced HR executive with nearly 20 years of experience guiding strategic HR decisions for fast-growth companies across industries including government contracting, IT startups, and professional services. As SVP of Human Resources at The Ambit Group, a large government contracting systems integrator, Ben played a key role in driving 5x workforce growth, integrating two acquisitions, and facilitating the company’s successful sale in 2022. Under his leadership, Ambit twice earned Best Places to Work recognition from The Washington Post.
Ben’s expertise spans talent acquisition, employee engagement, benefits, and full employee lifecycle management. He is an active leader in the HR community, serving on the board of NOVA SHRM, including two terms as president. Ben holds certifications including PHR (HRCI), SHRM-CP, and ICP-Agile HR, along with an MBTI certification. He earned a BA in Psychology from the University of Michigan and an MS in Organization Development from American University.
Ben’s expertise spans talent acquisition, employee engagement, benefits, and full employee lifecycle management. He is an active leader in the HR community, serving on the board of NOVA SHRM, including two terms as president. Ben holds certifications including PHR (HRCI), SHRM-CP, and ICP-Agile HR, along with an MBTI certification. He earned a BA in Psychology from the University of Michigan and an MS in Organization Development from American University.
Contact Details
Website
hractionllc.comCompany Details
Company Name
HR Action
Job Title
Owner/Principal
Street:
1612 S Pollard ST
City:
Arlington
State:
Virginia
Zip code:
22204
About Us
I'm a Fractional HR Leader for growth-stage companies in the $5M to $100M range.
I usually get pulled in when the company has already done quite a bit on the HR side, but leadership can still feel that manager inconsistency, weak documentation, and too much executive escalation have become a business risk.
The pattern I keep seeing is that the company looks good on paper, but when everyone is feeling the pressure the same people issue gets handled differently, leadership still gets pulled in, and proof still has to be assembled after the fact.
That is why I'm focused on the people operating system, not just more HR activity."
I usually get pulled in when the company has already done quite a bit on the HR side, but leadership can still feel that manager inconsistency, weak documentation, and too much executive escalation have become a business risk.
The pattern I keep seeing is that the company looks good on paper, but when everyone is feeling the pressure the same people issue gets handled differently, leadership still gets pulled in, and proof still has to be assembled after the fact.
That is why I'm focused on the people operating system, not just more HR activity."
Services Provided
-Strategic Alignment of HR with Business Goals
-Scalable Organizational Design and Workforce Planning
-Employee Engagement and Culture Alignment
-Talent Strategy and Recruitment Advisory
through fractional CHRO support, project based and total outsourcing.
-Scalable Organizational Design and Workforce Planning
-Employee Engagement and Culture Alignment
-Talent Strategy and Recruitment Advisory
through fractional CHRO support, project based and total outsourcing.
Ideal Customers
~10-200 employees, Companies that are struggling with their people practices and have a desire to either add CHRO level support, understaffed or need additional HR help.
Employee Count of Clients
50-250
Revenue Size of Clients
$1+ million plus - $15 million