Stephanie Hahn

»» Formalized and modernized Human Resources, serving as the organization’s first experienced HR leader, and stepping into an environment requiring a focus on culture shaping, training, employee morale, and implementation of compliant practices. »» Established Human Resources policies, procedures, and programs to support organizational development, effectiveness, and transformation. »» Cut turnover 10% through an unwavering focus on culture shaping, engagement, and development of improved benefits and compensation programs. Initiated opportunities to deepen employee connections and course-correct morale, developing new health and wellness and attendance programs as well as camaraderie-building events. »» Bolstered leadership training not only to improve compliant handling of HR practices but also to facilitate succession planning, leadership development, and creation of a collaborative environment rooted by sound HR principles. »» Deployed first-time benefits programs, including a much-needed 401(k) plan; contributed greatly to the ability to recruit talented team members, elevate retention, and support continued development of a 100+-person workforce. »» Performed comprehensive compensation analysis, working with the local Chamber of Commerce to curate secondary research, analyze market pay structures, and recommend hourly increases to improve competitive hiring position. »» Mitigated organizational exposure and noncompliance through leading-edge knowledge of laws, regulations, and best practices—across all areas of labor and employment—training people leaders to support risk management posture.

»» Served as the main ‘go-to’ resource for functional leaders in the Home Office and operations in dual states, becoming a trusted partner at all levels of the organization and a grounding force based on longevity and relationship-building. »» Provided training and coaching to each member of the HR organization—Benefits, Compensation, and Payroll Managers; an IT Director; HRBPs; HR Specialists; and Recruiters—deepening their respective areas of expertise and impact. »» Developed and implemented staffing and training strategy critical to the success of 5 annual National Conferences attracting 10K+ attendees; project managed the entire effort from scheduling to budgeting, logistics, and overall CX. »» Designed a performance scorecard enabling unprecedented transparency into customer service operations, leveraging data to drive decision-making in support of 30K independent sales reps while standing up a new contact center. »» Played a pivotal role in planning and executing the relocation of the Home Office to Columbus and Texas, coordinating complex and time-sensitive logistics, job placements, and equipment moves while leading multiple business projects.

»» Established the organization’s first HR Department, recruiting talented HR team members, instituting best practices, and scaling HR team to 12 in support of up to 1K employees, including Home Office, contact center, and production staff. »» Cast a long-range strategic vision for the Human Resources infrastructure and team, designing and developing a robust HR organization able to support explosive growth while achieving strong employee engagement and retention. »» Developed and deployed numerous first-time processes, programs, systems, and technologies, working diligently to protect efficient and cost-effective operation as the startup grew by 1,900% in just 4 years.

»» Led transformation of HR supporting the Columbus market, building a best practices-based operating infrastructure, HR programs, and a talented HR team to support 7 stores with 100+ supervisors and managers and a total of 800+ employees. »» Built a people-centered HR practice vital to creating a high-performance culture and enabling recruitment and retention of an exceptional workforce. Counseled store-level managers on all Human Resources policies, processes, and programs, leveraging feedback to drive continuous improvement. »» Addressed day-to-day HR operations challenges while also focused on long-term planning, Human Resources priorities, and the achievement of overarching business objectives. »» Selected Human Resource Business Partners charged with providing district-level support, leading this team of 3 direct reports to ensure compliance with HR policies, initiating targeted training, and scaling the workforce to meet seasonal demands. »» Defined succession plans to position managers for leadership opportunities, conducting quarterly reviews to identify talent needs, building development programs to close skill gaps, and fueling cross-department promotions of internal talent.

»»Earned promotions throughout tenure, serving as an HR Generalist, Employee Relations Manager, Recruiter, and HR Director; ultimately became Senior Manager of Organizational Development in 2000 and leading a 16-member Employee Involvement. Team. »» ‘Grew up’ with the business, quickly being recognized for employee relations talents, the ability to communicate effectively and empathetically, and identify and execute performance-based process improvements. »» Championed development and implementation of the employee relations function, building strategic relationships with LOB owners, and leading the charge to create a more responsive delivery model. Managed grievance processes, including investigations, hearings, and employment actions. »» Contributed to total redesign of manufacturing workforces with 2K FTEs, dramatically improving operational and material distribution efficiencies, saving $3M in the first year of implementation, and winning USA Today’s National Award. »» Gained a rare depth and breadth of experience across all HR functions, including talent acquisition, workforce planning, employee relations, performance management, organizational development and effectiveness, and more.