The Executive Network for HR Leaders Running Small & Mid Sized Organizations
A curated peer network for senior HR leaders at companies with 100 to 5,000 employees. Access institutional intelligence and a private circle of true peers.
Application Required · Payment only after approval
Built on one of the world's largest HR communities.
Hacking HR has over 82,000 practitioners in its LAB community and 2 million+ followers across 150+ countries, focused on advancing the future of work through education, research, and practitioner-led collaboration.
The Executive Network is a curated, premium extension of that ecosystem, designed specifically for senior HR Executives operating in complex, resource-constrained environments.
Founded by Enrique Rubio, Hacking HR has become a global platform for HR innovation, learning, and community.
Built for the hardest work in HR.
The role of the senior HR leader has expanded faster than the team, the budget, or the calendar around it. The list of what the role is now expected to deliver has grown longer, more strategic, and more consequential to the business than ever before.
After working with HR Executives across more than 150 countries, the priorities that consistently rise to the top of the list are clear. Most are getting harder. Several have moved up in urgency faster than anyone predicted. The Executive Network was built around all of them.
This is the work senior HR leaders are being asked to deliver. The Executive Network was designed to support every priority on the list, and the work that has not made it onto the list yet but will.
People strategy and workforce planning.
Cohort groups and peer conversations where strategy gets pressure-tested with executives at companies your size before you take it to the CEO or the board. Bring the plan. Leave with a stronger one.
Leadership development and succession.
Office Hours and member-led sessions on building executive bench, identifying successors, and developing the leaders the next phase of the business will require. The practitioners in the room have made these calls.
Talent, culture, and engagement.
Peer Conversations and the Sandbox for the work that defines the employee experience: the EVP, the culture activation plan, the engagement strategy, the recruiting and onboarding playbook. Real frameworks shared by real operators.
Digital, GenAI, and the organization of what comes next.
AI Coaching Hours and the AI Transformation Program for the work that did not exist on the priority list two years ago and now sits near the top. Practitioner guidance, peer pressure-testing, and a roadmap built around your maturity.
If it is on your plate this quarter, it is on the agenda inside the network.
Three dimensions of impact.
The Hacking HR Executive Network is built to move you forward on three fronts at once: who you are as a leader, how you lead your function, and the voice you carry into the profession and the industry. Membership is designed so that every conversation, every gathering, and every resource compounds across all three.
The Leader
Senior HR roles are demanding, exposed, and often isolating. The Executive Network is built around you as a whole person and a complete leader: your judgment, your presence, your emotional reserves, your marketability, and your continued growth. Through peer coaching, executive learning, and trusted relationships with people who actually understand what your seat feels like, you sharpen your edge and stay ready for whatever comes next in your career.
The Function
The value of HR leaders at work is measured by what they deliver for the business and people. The network gives you the intelligence, frameworks, peer benchmarks, and on-call counsel you need to move your organization forward: building the team you need, navigating board and CEO dynamics, leading through change, and positioning HR as the function that compounds advantage across the business. You walk into every executive conversation better prepared because of the network behind you.
The Industry
Senior HR leaders carry a responsibility that reaches beyond their own organization. The Executive Network gives you a platform to develop and amplify your voice in the field: contributing to the Monthly Global HR Intelligence Report, speaking at the annual flagship event, writing alongside respected peers, and shaping the conversations that define where HR is heading. You leave the network not only better at your work, but recognized as a voice in the industry.
The people behind the titles.
Senior HR executives from 30+ countries who helped shape this network from day one.
Albert Perez
Chief People Officer
AC Foods
Alissa Vrabel
Vice President of People & Operations
Azibo
Alyshia Madlem
VP, People and Systems
Amanda Myton
Director, People Strategy Group
Lattice
Amanda Reid
HR Director
Gainesway Management Corporation
Amy Beal, MBA
Associate Director of Human Resources
Seamless.AI
Amisha Hada
Chief HR Officer
Insight Housing
Ana Flor
Chief People Officer
Attom Data Solutions
Andrea Archer
Director
Fahrenheit Advisors
Angela Briggs-Paige
Chief People Officer
Acelero, Inc.
Angela Connell
Chief Administrative Officer
HNL Lab Medicine
Anu Mandapati
Chief Culture & Talent Officer
Qultured
Ashley Johnson
Director of Global Employee Experience
Williams Lea
Ashley Nix
VP of People Operations
Simpli.fi
Austin Henyon
Head of Human Resources / VP HR
Wilks Brothers, LLC
Avery Banta
VP HR
Globe
Batina Smith
VP of HR
Amports
Belinda Hughes
Director of People
Dovida
Brad Wilkins
Chief People Officer
Loadsmart
Brandy Millwood
Director of Human Resources
Spangler Restoration
Brigitte Binder
Learning & Development Director
Apercen Partners LLC
Bronislava (Brona) Biela, Assoc. CIPD
Head of Global Employee Engagement, Leadership, Culture, Talent & Capabilities
RHI Magnesita
Caleb Spess
Director, Human Resources
Sharp Clinical Services
Candace Giesbrecht
Director of People, Culture & Engagement
BigSteelBox
Cathleen Nannemann
Chief People Officer
Empyreal Logistics
Courtney Chisholm
Chief HR Officer | Leadership Coach
Edison Electric Institute
Dalia Turner
Chief People Officer - Fractional
Raketech and others
Deborah Harris
Chief People Officer
Oxfam
Destiny Thompson
Chief People Officer
Verano Holdings, LLC
Diane Sanford
Chief People Officer
Unleashed Brands
Diane Slater
CHRO
Stephenson's Rental Services
Dr. Ogbe Abunaw, PhD
Head of HR - Senegal Market
Jumia
Erin Ogburn
Chief People Officer
Kearney & Company
Francisco (Paco) Farias
Chief People Officer
Addi
Jenifer Walden
EVP, CHRO
Columbia Bank
Jennifer Bouyoukos
Chief People Officer
PureFacts Financial Solutions
Kim Campbell
Senior Director, Human Resources
Enterprise Community Partners
Laura McGann
Senior HR Leader
Prosci
Lynn Hubert, SPHR, SHRM-SCP
CHRO
Unimed Maritime Solutions
Mara Bosch
VP, HR
Parc Auto LLC
Paige Powell
CHRO
The Children's Center
Rene Normand
VP Human Resources
DeanHouston, Inc.
Renuka Iyer
EVP, Chief People & Culture Officer
PhRMA
Rina Wachira
Head of ER, EX & Culture
Britam Holdings Plc
Sajal Javid
Chief Human Resources & Culture Officer
Alley Theatre
Terrail Fletcher
Head of People Operations
TrueAero
Xavion Lay
Chief Human Resources Officer
Good Day
The intelligence HR Executives don't have time to build for themselves.
We monitor the global HR landscape so you don't have to. Every month, receive a curated digest covering the four pillars critical to senior leadership today.
Legislative Updates
Critical changes in labor, employment, and benefits law across 30+ jurisdictions, with the implications senior HR leaders need to act on.
Compensation Trends
Real-time data on executive, technical, and broad-market compensation shifts, with benchmarks built for companies your size.
Workforce and Talent Markets
Synthesized signal on hiring trends, attrition patterns, skills in demand, and the workforce planning calls senior HR leaders are making right now.
Digital and GenAI in HR
What is actually working: tooling, automation, vendor landscape, governance, and real deployment cases from senior HR leaders inside companies your size.
Q4 HR Intelligence Report
Inside this issue: Market Volatility, Executive Retention, and the GenAI Adoption Gap
Transforming your company for AI is hard. And we are here for you.
Let's make it a little easier on us, together, with guided expertise.
The Executive Network pairs strategic AI Coaching Hours with a structured AI Transformation Program, so you can move from pressure to progress without going it alone. Practitioner guidance, peer pressure-testing, and a roadmap built around your maturity, not a generic playbook.
AI Coaching Hours
Confidential group coaching sessions with AI transformation practitioners. Pressure-test pilots, governance frameworks, and rollout strategy with people who have done it before.
AI Transformation Program
A guided journey to embed AI across talent acquisition, performance, learning, and people operations. Built around your context, your stack, and your risk appetite.
AI Maturity Snapshot
Group cohort · Q4 working session
Governance frameworks for generative AI rollouts
Pilot pressure-testing across HR operations
Vendor selection, ethics review, and risk appetite
What members are working on
Live, peer-only threads · This week
Defending a three-year workforce plan to the CFO
9 peer responses · 2 models shared
A succession gap on the leadership team
11 peer responses · CHRO insights
Rebuilding the EVP for a tighter hiring funnel
7 peer responses · 2 frameworks shared
This Network Is Your Sandbox.
Use this network as your sandbox to test the work that actually matters. Stress-test your thinking. Get unfiltered feedback from peers who have made the same calls inside companies your size.
No vendors. No noise. Just senior peers helping you move faster on the work that actually matters.
A workforce plan you need to defend?
Bring it here. Share the model, get peer redlines, and walk into the CFO meeting with a plan that has already been pressure-tested by CHROs at companies your size.
A succession gap on your executive team?
Bring it here. Share the names, the readiness assessments, the trade-offs. Get unfiltered input from peers who have made the same call inside companies your size.
An EVP that is not landing in your hiring funnel?
Bring it here. Share the messaging, the data, the candidate feedback. Pressure-test the rebuild with operators who have done the rebuild themselves.
A GenAI rollout your team is not ready for?
Bring it here. Share the use cases, the governance gaps, the vendor shortlist. Get peer guidance from CHROs who have already moved past the pilot.
Something else?
Bring whatever is on your plate this quarter. If a senior HR leader is wrestling with it inside a company your size, it belongs in the Sandbox.
Independent benchmarks. Real signal.
We partner with independent data providers to ensure the intelligence you receive is rigorous, unbiased, and grounded in real market evidence.
Salary.com
Compensation benchmarking and pay equity analytics covering millions of jobs across industries.
QuestionPro
Enterprise survey & employee experience research powering our workforce sentiment data.
Discounted and free tickets.
As a member, you get exclusive access to a growing roster of partner conferences and summits, with discounted or complimentary registration.
The AIX Summit, London
A flagship summit bringing together global HR and EX leaders to explore how AI is reshaping the future of work and the employee journey.
QuestionPro X-Day 2026
An annual gathering of CX and EX practitioners, researchers, and executives reshaping how organizations listen, learn, and act on experience data.
Many more coming.
The solitude of senior leadership.
In organizations with 100 to 5,000 employees, the most senior HR Executive operates at a unique intersection of high-stakes strategy and operational execution.
You face enterprise-level complexity but often with limited internal resources. You are often the only person in the building solving these specific problems.
Enterprise-level complexity
Navigating global compliance, restructuring, and M&A without the overhead of a massive corporation.
Limited internal resources
Leading major transitions while being personally responsible for high-level execution.
No true peer network
Lacking a circle of equals who understand the specific pressures of the mid-market executive role.
The full ecosystem.
Beyond a simple forum, we provide the structural support required for high-impact decision making.
Monthly Global HR Intelligence Report
Featured: Q4 Market Volatility & Executive Retention
- Legislative and regulatory updates affecting employment, labor, benefits, and HR compliance across major global markets
- Global compensation and benefits benchmarking trends
- Workforce and talent market intelligence covering hiring trends, attrition patterns, and skills in demand
- Technology and AI developments directly relevant to HR operations and strategy
Peer Cohort Groups
Curated groups of 8 to 12 senior HR Executives matched by company size, industry, and challenge area. You meet monthly in a confidential setting with people facing the same reality.
Group Coaching
Facilitated sessions open to all members, focused on the specific topics and challenges that come with leading HR in a complex, resource-constrained organization.
Office Hours
Drop-in access to senior members, Hacking HR faculty, and invited practitioners across employment law, compensation strategy, AI in HR, talent acquisition, and organizational design.
Peer Conversations
Small group sessions built around a topic, challenge, or question that members bring to the table. Practitioner-led, experience-driven, and sourced directly from the community.
Member-led Sessions
Members share original frameworks, internal playbooks, and real decisions from their own organizations. Available once the core community is established.
Annual In-Person Event
Once a year, the full network comes together in person; a full-day experience designed to deepen relationships and accelerate the learning that happens all year in the virtual community.
Dedicated Platform
A gated, members-only space, fully separate from the general community and built for the way senior executives work.
Peer Mentoring & Matching
Structured peer matching connecting you with a fellow senior HR Executive based on your company size, geography, industry, and current challenges.
Global Conference & Event Access
Executive Network members get exclusive access to leading global HR conferences and events at significantly discounted rates through Hacking HR's growing conference partnerships.
Why this network exists.
Senior HR Executives in small and mid-sized organizations face the same complexity as enterprise leaders, without the same resources.
Hacking HR has worked with HR professionals globally for years and identified a clear gap: no executive network exists for this segment.
The Executive Network was built to solve that.
Membership standards.
Senior HR Executives (CHRO, CPO, VP People)
Organizations with 100 to 5,000 employees
The most senior HR decision-maker in the company
Strict Policy: Not Designed for Consultants or Vendors
The path to access.
Apply
Submit your professional details and organization context for review.
Get Approved
Our membership committee ensures a balanced, non-competitive peer environment.
Join
Upon approval, finalize your membership and access the Intelligence portal.
Note: Payment is only requested after successful application approval.
Investment in a better way to lead.
Senior HR Executives face enterprise-level complexity, often without peer support. This network provides the missing layer of intelligence, connection, and strategic guidance.
- Pressure-test critical decisions with true executive peers
- Stay ahead of global HR shifts, risks, and trends
- Access experienced operators, not theoretical advice
- Navigate complexity with clarity and confidence
- Lead without the isolation of the role
Less than $170/month
- Full access to all network programming
- Peer cohort participation
- Coaching and office hours
- Monthly intelligence reports
- Member platform access
- Annual in-person event at a heavily discounted rate, exclusively for members.
Application required. Membership is reviewed and approved before payment.
Designed for senior HR Executives at organizations with 100 to 5,000 employees
Hacking HR team.
Join a network built for people in your exact position.
Payment is only requested after approval.
Applications reviewed within 48 business hours.