1. Michael B. Hahn
(336) 455-1748333 Clearwater Drive,Wilkesboro NC 28697michaelbhahn@hotmail.com
Compensation Manager
Professional Summary _________________________________________________________
Driven Human Resources professional with over tenyears of progressive experience with a Fortune 100
company and a robust range of experience in multiple HRfunctions.
Proven track record of analyzing complex issues, aligning strategies with business goals,establishing
influential relationships, deliveringsound solutions, then reevaluating and adjusting tactics for continuous
improvement.
Known as a thoughtful, highly adaptableand detailed team player, creating a positive work environment
and enhancing employee engagement through effective communication and management techniques.
Professional Experience ______________________________________________________________
Lowe’s Companies, Inc. January 2001–Present
Site HR Business Partner February 2011 to Present Wilkesboro, NC
Lead HR team to provide strategic HR solutions to 1,100 employee contactcenter serving fourdirectors, 20
managers and 65 supervisors.
Collaborate with senior leaders to recognize trends and strategically realign management practices to
provide optimal solutions for meeting both employee and business needs. Provide regular coaching and
feedback regarding performance improvement and change initiatives.
Manage talent assessment, succession planning and selection services for site leadership roles. Utilize the
Lominger competency model to measure leaders’ and future leaders’ performance against their
potential.Address performance concerns, ascertain voluntary turnover causation and upgrade talent as
needed.
Coordinate with directors to observe and develop their management teams.Leverage supervisor “voice
teams” to create a culture where supervisors see themselves as leaders, recognize their scope of impact
and develop leadership skills to create cascading communicationandengagement.
Facilitated the establishment of a second company contact center in Albuquerque, NM. Collaborated with
client leaders in the region to define an optimal operating and salary structure, design roles and identify
key talent. Recruited, trained, acclimated and transplanted HR site leader.
Lowe’s Companies, Inc. Dedham, MA
Area HR Manager August 2008 to February 2011 Brunswick, ME
Provided HR oversight in New England regions as a member of two district leadership teams: first with 14
stores in a rural Maine region and subsequently,with 19 stores in Boston and the surroundingarea.Led
and developed teams of in-store HR managers utilizing the Blanchard Model of Leadership.
Coordinated with district and store management to identify and place key talentto fill impending
vacancies and launch multiple new store openings. Sent targeted assistant managers through assessment
centers and provided them with development plans to prepare them for store manager training.
Individually recognized in 2010 for Most Improved Area Employee Engagement within the Northeast
Division (encompassing areas north of Virginia) for achieving anoverall engagementdistrict year-over-
yearincreaseof15%. Accomplished through strategic communication initiatives.

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Coached leaders to engage in more brainstorming idea-sharing and communicating multi-level “wins”
with their direct reports. Increased dedicated store visits and communicated leadership best practices
between stores to enhanceleadership collaboration.
Lowe’s Companies, Inc.
Manager, Group Benefits August 2004 to August 2008 Mooresville, NC
Managed all activities ofthe benefits department includingthe administrative employee service function,
company-wide plan analysis and oversight and third-party vendor relations for more than 150,000 full
time and 75,000 part-time employees.
Partnered with internal and external resources to monitor and adjustbenefits program compliance
practices to keep all policies and procedures current with applicable federal and state requirements (e.g.,
ERISA, COBRA, HIPAA, SOX).
Participated in the implementation of PeopleSoft Benefits Administration Module. Analyzed existing
enrollment processes compared to the software’s features and workflow; recommended modifications
for successful integration. Oversaw data entry, testing and training.
Produced significant cost-savings in benefits premiums and claims processed by researching and
implementing a semi-annual dependent verification program, resulting in approximately 5,000 ineligible
dependents being removed from the company group plan.
Pioneered program to elevate in-storebenefit enrollment success. Coordinated with key HR managers to
develop training for in-store HR managers to increase their understanding and confidence in discussing
benefit offerings, how plans work and enrollment procedures to empower them asplan advocates.
Converted to utilizing an Electronic Data Interchange(EDI) system forenrollment records management.
Reduced submission errors,improved efficiency and compliance, resulting in significant cost savings.
Lowe’s Companies, Inc.
Compensation Analyst January 2001 to August 2004 Wilkesboro, NC
Provided compensation related services including job analyses, job description revisions, salary
budgeting, compensation reporting, compensation surveys, merit increase and bonus administration for
approximately 14,000 individuals in three key divisions.
Utilized Hay Group point factor system to benchmark and evaluate corporate positions on the pay scale
and maintain the compensationprogram consistently.
Conducted annual salary surveys for key roles and utilized PeopleSoft HRIS system to provide ad hoc
compensation analyses for managerial and executive positions. Built queries based on pay-
relatedparameters, compared internal data with vendor information and reported results to
management.
Partnered withleaders when talent fulfillment, performance and/or retention challenges
aroseforvitalroles. Evaluated positionsandanalyzed possible contributing factors; counseled leaders
accordingly andimplemented compensation related measures as appropriateto assist in resolving issues.
Administered company-wide managerial and executive long-term incentive program. Developed and
tested quarterly reporting tools in MS Access to provideboth participants and management with a simpler
layout clearly depictingactivity, as well asthe value of benefits received.
Managed annual leadership bonus program. Examined bonus-related documents, created and
distributed bonus criteria communications to employees, updated system parameters for tracking
purposes. Handled pre-bonus reporting, reconciliations, verifications and final reward calculations.

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Education and Professional Membership ________________________________________________
B.S.B.A., Appalachian State University – Management, Cum Laude 2000
B.A.,Appalachian State University – Psychology, Cum Laude 2000
Society for Human Resource Management (SHRM) – Member