Jobs at Inspire Leadership Network (Now Hiring) — 2 open

Inspire Leadership Network Overview:

Inspire Leadership Network is the preeminent executive peer leadership network of C-suite executives, compromised exclusively of leaders from public and private businesses, government, education, healthcare, and nonprofit institutions. Inspire Leadership Network exists to help leaders thrive in challenging executive roles. Local chapters regularly convene C-suite leaders and foster meaningful relationships by hosting non-commercial, member-led programs - helping executives gain leadership advantage.

Our Core Values

• Relationships First
• It's Not About Us
• Get Stuff Done.
• Details Matter
• Surprise and Delight

Strategic Objective

Inspire is ready to elevate its human capital function from a tactical, transactional model to a strategic, executive-led discipline. Today, an HR Director and Talent Acquisition Manager handle day-to-day people operations. The VP of HR will be the first senior HR leader in the organization's history — a builder who can design and scale the people strategy that will carry Inspire through its next phase of growth.

This is not a role for someone seeking to manage an established function. It requires a hands-on executive who is equally comfortable setting strategy, drafting a compensation framework, rolling up their sleeves to fill a critical open role and working directly with fellow senior leaders and the executive leadership team of the company.

The VP of HR reports directly to the CEO. The VP of HR will initially inherit and develop the existing HR Director and Talent Acquisition Manager, with the expectation of building out the function as the business grows.

Critical Success Factors

• Design and implement a competitive, consistent compensation architecture and people budgeting strategy.
• Lead talent acquisition efforts to fill critical roles and strengthen recruiting capabilities.
• Ensure HR compliance and operational excellence across a multi-state workforce.
• Drive employee engagement initiatives and foster a strong organizational culture.
• Develop people analytics and executive reporting to inform workforce decisions.
  

Job Responsibilities

People Strategy & Organizational Design

• Develop and execute a multi-year people strategy aligned to Inspire's growth.
• Partner with the CEO and ELT to design org structure, reporting relationships, and role architecture that scale efficiently.
• Build workforce planning capabilities — forecasting headcount needs, identifying talent gaps, and prioritizing hiring sequencing.

Talent Acquisition & Retention

• Oversee and elevate the full recruiting lifecycle — from sourcing and employer branding to offer and onboarding.
• Design and execute retention strategies that reduce regrettable attrition, particularly in revenue-generating and client-facing roles.
• Develop a pipeline of internal talent and succession plans for key leadership positions.

Compensation & Benefits

• Conduct a comprehensive compensation benchmarking exercise to ensure market competitiveness across all levels and geographies.
• Design a compensation philosophy and framework — including base, variable, and long-term incentive structures — aligned to the company's revenue trajectory.
• Manage benefits programs with an eye toward cost-efficiency and employee value proposition.

Culture & Engagement

• Build and steward a performance-oriented, inclusive culture across a hybrid and distributed workforce.
• Implement employee engagement practices — pulse surveys, recognition programs, manager effectiveness — and translate data into action.

HR Operations, Compliance & Technology

• Ensure HR operations are compliant with all applicable federal, state, and local employment laws across a multi-state workforce.
• Evaluate, implement, and optimize HR technology (HRIS, ATS, performance management platforms) to create operational leverage.
• Establish data-driven HR reporting — headcount, attrition, cost-per-hire, compensation as a % of revenue — to inform ELT and board-level decisions.

Leadership Development & Performance

• Build manager capability across the organization, with particular attention to first-line and emerging leaders.
• Design and implement a performance management framework that drives accountability, growth, and clear alignment to business outcomes.
• Support the CEO in executive onboarding and integration, particularly as the ELT evolves.

Required Knowledge, Skills, and Abilities

• 12+ years of progressive HR experience, including at least 3 years in a senior HR leadership role (VP HR, CHRO, or equivalent).
• Demonstrated experience building or scaling HR functions in a growth-stage, mid-market, or PE-oriented company.
• Deep expertise in compensation design, talent strategy, and organizational development.
• Proven track record managing distributed/hybrid workforces, including multi-state compliance.
• Strong business acumen — able to connect people strategy directly to P&L outcomes and investor narratives.
• Exceptional interpersonal and executive communication skills; a trusted advisor to the C-suite.
  

Additional Qualifications (preferred, not required):

• Experience in a professional services, SaaS, membership, or events business.
• Atlanta area presence or willingness to relocate; comfort managing a team across time zones.

Benefits & Perks:

• 401K Program with discretionary employer match; eligibility begins two months after your start date
• Comprehensive Healthcare, Vision, and Dental Plans
• Company-paid Life and AD&D insurance
• Individual Healthcare Savings Account
• Voluntary Life + Short-Term Disability
• Voluntary Accident, Hospital Indemnity, and Critical Illness
• Unlimited PTO Policy
• Parental Leave Policy
• You will receive Fifteen (15) paid holiday days off per year (Company Scheduled).
  

We are an Equal Opportunity Employer and do not discriminate against any employee or applicant for employment because of race, color, sex, age, national origin, religion, sexual orientation, gender identity and/or expression, status as a veteran, and basis of disability or any other federal, state or local protected class. When we collect your personal information as part of a job application or offer of employment, we do so in accordance with industry standards and best practices and in compliance with applicable privacy laws.