Lynley Kees
About Lynley Kees
Lynley Kees, age 54, is Chief People Officer (CPO) at Inspire Veterinary Partners (IVP) since April 2025; she previously served as Vice President of Human Resources starting January 2023 . Her credentials span senior HR leadership at Hilton (VP, HR Consulting Group), Nike (Senior Director HRBP), and Puppet (VP of People), with a Master of Education in Higher Education Administration (University of South Carolina) and a BA in International Relations and Economics (Lehigh University, Trustee Scholarship) . Company performance under her HR leadership includes a 500% year-to-date increase in DVM hiring versus 2024, supported by new talent outreach and staffing tools rolled out in 2025 . IVP’s executive incentive compensation is subject to a Nasdaq-compliant clawback policy under Exchange Act Rule 10D-1 .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Inspire Veterinary Partners | Vice President, Human Resources | 2023–Apr 2025 | Strategically aligned HR to drive business success and fostered a purpose-driven culture |
| Inspire Veterinary Partners | Chief People Officer | Apr 2025–present | Oversees HR including talent management, career development, organizational design; leads People strategy to support growth |
External Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Strategic HR Consultant | Consultant | Jan 2020–Jan 2023 | Advised executive leadership across hospitality, technology, and retail; program design across talent/total rewards/DEI |
| Puppet Inc. | Vice President of People | Jun 2018–Feb 2019 | Led global team delivering talent acquisition, total rewards, HR ops, DEI, people strategy |
| Nike Inc. | Senior Director, HR Business Partner | Sep 2014–Sep 2017 | Supported global operations and drove integrated team and talent strategies |
| Hilton Worldwide | Vice President, HR Consulting Group | Jun 2009–Sep 2014 | Key role in Hilton’s successful re-launch as a publicly traded entity in Dec 2013 |
| EYA LLC; Grant/Morgan Associates; Crestline Hotels & Resorts | Leadership roles | Earlier career | Supported field operations and corporate HQ across roles |
Fixed Compensation
| Component | 2025 | Notes |
|---|---|---|
| Base Salary ($) | $235,000 | Reviewed annually; changes subject to Compensation Committee approval |
| Contract Term | 2 years (Effective 4/18/2025–4/18/2027) | Renewal via revised/new agreements; no automatic renewal |
| Benefits | Eligible on same terms as other full-time salaried employees | Company plans participation |
| Governance/Law | Governing law: Virginia; Venue: Circuit Court for Virginia Beach; Jury waiver | Per Employment Agreement |
Performance Compensation
Short-Term Incentive (Annual)
| Metric | Weighting | Target | Actual | Payout | Vesting |
|---|---|---|---|---|---|
| Company KPIs (as set annually) | Determined by IVP Leadership; approved by Compensation Committee | Min 27% of salary; Target 30%; Max 37.5% | Not disclosed | Paid post-audit within 30 days; employment for full fiscal year required | Cash/award timing post fiscal year-end |
Long-Term Incentive (Equity)
| Grant/Timing | 2025 | 2026 | Vehicle/Vesting |
|---|---|---|---|
| Year-end Stock Bonus (%) | 35–40% of base salary (as of 12/31/2025) | 40–45% of base salary (as of 12/21/2026) | Vehicle (RSUs, Options, etc.) and vesting schedule set by Compensation Committee; aligned to Company Equity Plan |
| Signing Grant | $50,000 | — | Non-qualified stock options; vested immediately (strike price, share count not disclosed) |
Executive incentive compensation is subject to IVP’s clawback policy, requiring recovery of erroneously awarded incentive comp following an accounting restatement under Exchange Act Rule 10D-1/Nasdaq Listing Rule 5608 .
Equity Ownership & Alignment
| Item | Detail |
|---|---|
| Initial Beneficial Ownership at Appointment | Form 3 filed 8/7/2025 shows “No securities are beneficially owned” (role: Officer – CPO) |
| Ownership as % of Shares Outstanding | Not disclosed; Form 3 indicates 0 shares held at that time |
| Vested vs. Unvested Shares | Not applicable as of Form 3 filing; future LTI grants per plan |
| Options (Exercisable vs. Unexercisable) | Signing grant options vested immediately; number/strike not disclosed |
| Pledged Shares/Hedging | No pledging/hedging disclosure specific to Ms. Kees found in filings reviewed |
| Ownership Guidelines | Not disclosed in the 2025 DEF 14A |
Employment Terms
| Provision | Terms |
|---|---|
| Good Reason Triggers | Material breach; material reduction in salary/duties/responsibilities; relocation >50 miles without remote option; change in control (notice within 6 months) |
| Severance (No CIC: Good Reason or Terminated Without Cause) | 12 months base salary; COBRA reimbursement for 18 months; separation agreement and release required |
| Severance (CIC within 6 months, termination by Employee) | 12 months base salary; COBRA reimbursement for 18 months; Board’s sole discretion to provide pro rata Stock Bonus for current year; separation agreement/release required |
| Confidentiality | Broad nondisclosure of Company confidential information; DTSA notice included |
| Non-Solicitation (Employees) | 2 years post-employment, including those employed within six months prior |
| Non-Solicitation (Clients) | 2 years post-employment for clients engaged or where confidential info was learned |
| Termination for Cause | Death; incapacity; dishonesty/disloyalty; gross/intentional neglect or material failure; legal violations; material policy breach; intentional/grossly negligent acts harming IVP |
| Section 409A | Intent to avoid/exempt from 409A; each payment treated separately |
Compensation Committee Analysis
- Composition: Anne Murphy (Chair) and Erinn Thomas-Mackey; both independent non-employee directors under Nasdaq rules .
- Authority: Reviews/approves exec salaries and equity; may retain compensation consultants; met four times in 2024 .
- Clawback: Executive incentive compensation recovery policy adopted consistent with Rule 10D-1/Nasdaq Listing Rule 5608 .
Performance & Track Record
- 2025 YTD DVM hiring surpasses 2024 by 500%, driven by new talent outreach, professional development, staffing tools; CPO role created to lead People strategy .
- Medical leadership staffing strengthened under VP of Medical Operations; emphasis on flexible schedules and industry-leading benefits to attract/retain doctors .
Investment Implications
- Pay-for-performance alignment: STI tied to annually-set KPIs with defined payout bands (27%/30%/37.5% of salary), and LTI stock awards as a percentage of salary; clawback policy adds governance rigor .
- Retention and insider selling pressure: Immediate vesting of $50,000 signing options and scheduled year-end stock bonuses (12/31/2025; 12/21/2026) create identifiable potential vest/settlement windows; share counts/strike not disclosed, limiting precision on sell pressure sizing .
- Change-of-control economics: Single-trigger eligibility within six months post-CIC enables 12 months base and 18 months COBRA plus discretionary pro rata stock bonus, suggesting moderate CIC protection without explicit equity acceleration terms .
- Alignment and ownership: Initial Form 3 reported no beneficial ownership, implying limited pre-existing alignment; future equity grants under the plan should increase alignment over time .
- Execution risk: Kees’ HR leadership has coincided with aggressive DVM hiring momentum; sustaining recruitment and retention while integrating acquisitions is key for IVP’s growth narrative .