Total Rewards

Attract, retain, and support the best talent with equitable compensation, benefit, and wellness strategies built around what matters most to your dream team.

High-performing HRBPs Improve Performance


Among IT professionals who plan to leave, 75% are looking for a higher salary.


56% of employees who are engaged with their financial wellness are likely to stay at the company.


60% of employees said health coverage is extremely important in whether to stay in their job.


76% of millennials reported that benefits customization is important for increasing their loyalty.

"Inspire HR provided seamless coverage throughout our Benefits Manager’s maternity leave. We appreciated the consultant's attention to detail and level of accountability. We strongly recommend Inspire HR to organizations needing short-term, professional HR help."

Your Total Rewards Partner:
How We Help

Assessment + Strategy

We explore the latest trends, research, and analysis—informed by decades in the field at leading companies—to develop the ideal equitable rewards package for each level of your organization.

Interim Leadership

A leave of absence does not have to result in a pause of your total rewards program. Our Experts will continue to advance your priorities and continuously assess alignment with industry standards and employee values, delivering lasting valuable insight along the way.

Training + Coaching

As each person in your organization—no matter their role—shifts priorities around what they value most from their jobs and careers, your total rewards team must remain informed and flexible. We provide you with the tools and knowledge to meet evolving employee expectations for total rewards.

No matter how we work with you, our goal is maximizing your success in all key areas of human resources. We will ensure your team is aligned and manage the warm hand-off when you’re ready to bring responsibilities back in-house.

Solving Your Most Pressing Comp + Ben Needs

  • 1
    Backfilling open roles during parental leaves
  • 2
    Review and selection of new vendors
  • 3
    Integration of HRIS
  • 4
    External benchmarking of compensation
  • 5
    Implementing job evaluation and salary ranges
  • 6
    Coordinating annual compensation reviews
  • 7
    Updating sales commission plans
  • 8
    Orchestrating benefit open enrollment
  • 9
    Reviewing parental leave policies
  • 10
    Advising on innovative wellness programs

Trusted Talent


Inspire HR in the News

How Small Companies Can Offer Great Paid-Leave Programs

How to Deal With The Stigma of Taking Paternity Leave

Without a national paid maternity leave policy, U.S. firms must decide whether to provide paid leave. But for small companies and start-ups, the decision isn’t so easy. With limited funds, offering the benefit can be a struggle, but increasingly, employees are choosing firms that offer the best leave options

Be inspired + connect with our team today.