Hanon Hines

Lead the full scope of Human Resources for a modern consulting firm supporting a distributed, multi-state workforce of strategists, technologists, designers, and engineers. Serve as the primary people advisor to executive leadership, owning enterprise people strategy, organizational effectiveness, risk mitigation, and workforce governance.

• Architected and scaled HR infrastructure during sustained organizational growth, strengthening compliance, consistency, and leadership decision-making across a complex, matrixed environment.
• Designed and led firm-wide performance, promotion, and calibration processes, enabling disciplined talent decisions and improved transparency for consultants and senior leaders.
• Led high-risk, sensitive investigations involving retaliation, interpersonal conflict, and accommodation claims; partnered closely with legal counsel to ensure defensible outcomes, and appropriate corrective action.
• Introduced enterprise-wide people programs, including leadership coaching, modernized compliance practices, redesigned retirement benefits, and refreshed career frameworks, to improve alignment and retention.
• Partnered cross-functionally with Legal, Finance, and Delivery leadership to navigate client-driven talent actions, international employment considerations, and policy changes tied to business growth.
• Recognized internally as a trusted, steady advisor in moments of ambiguity, crisis, and organizational change.
• Led the people and culture strategy that contributed to Inspire11 earning Great Place To Work® Certification for three consecutive years, and multiple Fortune Best Workplace recognitions, based entirely on employee survey feedback and independent evaluation.

HR Director for an 800+ employee restaurant group with 18 concepts across Chicago, New York, Las Vegas, and Paris, France.

• Led all senior-level employee relations, including performance management, harassment investigations, and executive escalations.
• Designed and implemented succession planning and promotion pathways across hourly, management, and leadership populations.
• Partnered with executive leadership to align compensation strategy to market conditions, improving attraction and retention in competitive labor markets.
• Implemented a behavior-based performance management system that clarified expectations and improved accountability across locations.
• Followed programs closely to assess effectiveness and make proactive changes to meet changing demands.
• Maintained full regulatory compliance across jurisdictions, achieving zero adverse audit findings.

Held full accountability for all HR functions while serving as a strategic leader to executive management. Drove organizational growth initiatives, strengthened leadership effectiveness, and advanced diversity and inclusion efforts.

• Rebuilt employee relations and communication frameworks to resolve longstanding labor-management tensions and restore trust.
• Implemented leadership development and accountability systems that shifted the culture toward a more employee-centered and performance-driven environment.
• Continuously assessed program effectiveness and adapted people strategies to evolving business needs.

Led a national team of HR Business Partners while standardizing policies and processes across business units.

• Diagnosed enterprise-wide organizational and compliance risks through root cause analysis and data review.
• Developed and implemented standardized HR policies that reduced legal exposure and improved operational alignment.
• Served as a key advisor to senior leaders on workforce risk, compliance, and organizational effectiveness.

Supported a professional services firm by leading core HR functions across research, operations, marketing, and client services teams. Drove performance management and leadership development initiatives, partnering closely with senior leaders to strengthen management capability and accountability.

• Led performance management and leadership development initiatives across research, operations, marketing, and client services teams.
• Conducted employee investigations and facilitated executive feedback processes, resulting in actionable development plans.

Human Resources Manager and Generalist roles with Lifescan Laboratory Inc. and Garmin International Inc.