Molly Lukes, PHR

919-***-**** **** Greenville Loop Rd acfmhx@r.postjobfree.com

Wake Forest, NC 27587 linkedin.com/in/mollyirogers

OBJECTIVE

HR Business Partner bringing 14 years of experience in Change Management, Management and Leadership Development,

Recruiting, Training, Performance Management, Employee Relations, Implementing HR processes and programs across the

organization, and acting as a Leadership Sounding Board. PHR Certified

CORE AREAS OF EXPERTISE

Strategic People Planning Employee Relations Change Management

Training Policy Interpretation Safety Facilitation

Performance Management Employee Engagement Leadership Development

Negotiation Skills M&A Integration Benefits Management

CAREER HIGHLIGHTS

Synchronized Employee Survey custom reports that identified the key success and opportunity areas based on the sites

within the business unit, presented and executed a plan with the site leader and management team, while empowering

employee base to dive deeper into the results and own the resulting plan of action effecting a 23% improvement in the

overall engagement score across the sites.

Collaboratively facilitated the physical logistics, governmental regulations, and negotiation of terms for two expatriate

and overseas assignments for local personnel from inception through repatriation meeting our short deadline of six

months from putting the plan into action to delivering the employees to the overseas site.

Proactively completed a benefit cost analysis that demonstrated the benefit of direct hire over temporary to permanent

placement, presented a cost savings of $68,754 in the first year.

Analyzed the overall compensation plan based on function and role that lead to the establishment of a progression plan,

at an average cost of $10K annually, which targeted employees below the midpoint of their pay grade to aid in curtailing

turnover.

HUMAN RESOURCE EXPERIENCE

Human Resources Leader, Vetted International, Ltd., Raleigh, NC, 05/2012 – 07/2014

Human Resources for a $20 Million International Insurance and Medical Services Organization with 80 employees and

contractors, supporting the Senior Leadership with strategic and functional directives including human capital and legal

regulations and compliance.

Audited and updated 120 active policies that aligned with the corporate philosophy, legal requirements, and functional

purpose in the first 90 days within the role and established a foundation for compliance.

Revamped the structure of the Performance Management System, in the first 180 days within the role, to incorporate

core values, reduce redundancies, and shorten the process in order to increase buy in from leadership.

Designed a reliable recruiting process that provided for a consistent candidate experience and was maintainable for all

hiring managers to follow, and increased compliance to OFCCP guidelines, within the first year within the role.

Actively negotiated and managed the Business Insurances for three organizations, that complied with state and federal

laws and service agreement contracts with customers.

Overhauled the On Call Program, in a 45 day period, utilizing the internal capabilities of the Operations staff, aligning

the outside call center resources to service the company more proactively, and realigned the available technology in

house to route calls more efficiently, resulting in improved service offerings to our client base.

Reduced company-wide turnover from 81.25% in May 2012 to 29.88% as of May 2014 by revamping the recruitment

process, actively managing employee relations, and coaching and acting as a sounding board for Leadership

Coordinated the build out of a company commissary from Plan Review, Compliance, Logistics, and Insurance to Grand

Opening in a six (6) month time period.

Regional Director of HR, Consulate Management Company, LaVie Care Centers, NC, 02/2011 – 04/2012

HR Director for twenty eight Long Term Care facilities in the North Carolina, Arkansas, Louisiana, and Mississippi Regions, of a

$2 Billion Health Care enterprise with over 200 locations in 20 states and 29,000 employees, supporting the Administrators and

Directors of Clinical Services with employee relations, policy interpretation, and regulatory compliance.

Engaged each facility in determining the underlying cause of employee relations issues through thorough investigation

and clear adherence to company policy with recommended course of action that resolved each issue independently

within an average timeframe of 5 days.

Facilitated the annual Development Feedback process at each facility through development of quick start guides and

rollout meetings to guide each Department Head through the annual process, the intended outcome, and prescriptive

timeline with a result of 100% completion of Development Feedback to all facility level employees in a 12 week period.

Aggressively recruited and filled nine Administrator vacancies within the region, in 2011, with an average time to fill of

50 days, exceeding the usual time to fill of 90+ days.

Investigated and resolved 130 hotline/grievance calls in a years’ period focusing on Diversity, Equal Opportunity and

Respect in the Workplace, Employee Relations, Environmental, Health and Safety, Misuse or Misappropriation of Assets

or Information, Policy and Process Integrity, and topics classified as Other with an average days to close of 5 days,

exceeding the company average of 14+ days.

Human Resource Manager, Life Technologies, Durham, NC, 11/2007 – 04/2010

Strategic HR lead for a $17M In Vitro ADME/Tox business unit, part of a $3.3B Biotechnology tools company, supporting the

GM/VP with people planning, organizational capabilities, HR integration activities, and employee relations. Manage facilities in

Durham, NC and Austin, TX with a total of 100 employees.

Led the alignment of the Sales, Accounting, Project Management Organization (PMO), Operations, and R&D business

unit focused departments to their global functions within the larger Life Technologies organization through change

management in a 12 month period, surpassing the established timeline of 18 months.

Coordinated and facilitated global management training for all people managers within the business unit to align them

with the company-wide strategic imperatives, assist them with meeting and exceeding the framework of what it means

to manage within Life Technologies, and positively impact the employee engagement of their direct reports.

Led a successful roll out of the All Employee Survey through clear and concise communication to address

confidentiality, timeline, and survey purpose concerns resulting in a completion rate of 85% of the employee base.

Managed all integration activity within the business unit to functionally align the transition of benefits, HRIS/payroll

systems, compensation practices, key policy rollout, performance management systems, talent acquisition processes,

contingent worker protocol, and infrastructure contingencies within first 12 months after acquisition that resulted in full

functional alignment to Corporate HR, surpassing Corporate expectations of 18 months.

HR Specialist/Site HR Manager, Colfax Corporation, Sanford, NC, 05/2005 – 11/2007

Site HR Manager, for a $20M Metered Gear Pump Manufacturer, a division of a Pump Manufacturing Holding Company,

responsible for facilitating employee programs such as lean manufacturing initiatives, people management, and policy roll out.

Recruited cross departmentally and promoted inter-company opportunities.

Proactively launched site wide leadership development and management counseling programs based on needs

assessments among the people leaders to effect positive manager/employee relations across the site.

Actively facilitated multi-tiered communication plans to promote open communication throughout the organization

resulting in increased ownership of process among the employee base.

Pooled resources to assess and target reasons for high turnover on a job by job basis to establish a retention plan to

effectively improve our communication, address key areas of opportunity and retain good talent

HR Administrator, CEM Corporation, Matthews, NC, 06/2002 – 05/2005

Sole HR leader, for a $55M Life Science Instrumentation Company, supporting 160 employees across the US. Worked with

Senior Leadership to institute employee policies, employee morale initiatives, benefit programs, and payroll.

Payroll Coordinator/HR Technician, Smith Helms Mulliss & Moore, L.L.P., Charlotte, NC, 09/2000 – 02/2002

Handle all HR clerical responsibilities and payroll for a law firm of 500 employees.

EDUCATION

Bachelor of Arts, Industrial Psychology, Catawba College, Salisbury, NC

COMPUTER SKILLS

Microsoft Office Suite Payroll and HRIS Systems

Word – Advanced Skill Level ADP HRIS Systems – Intermediate Skill Level

Excel – Intermediate Skill Level Ceridian HRIS Systems - Knowledgeable

PowerPoint – Intermediate Skill Level Lawson - Knowledgeable

Access - Knowledgeable PeopleNet - Knowledgeable

Visio – Intermediate Skill Level QuickBase – Intermediate Skill Level

Adobe Acrobat – Intermediate Skill Level

ACTIVITIES

Member of Society of Human Resources Management - 2002

Raleigh-Wake HRMA (RWHRMA) – Member since 2006

o President-Elect – 2014

o VP, Membership – 2013

o AVP, Membership – 2010 through 2012

o SHRM Foundation Committee Members – 2012 - 2014

o SHRM Foundation Golf Tournament Chair/Committee – 2009 – 2011

o Diversity Conference Committee Member – 2009

o SHRM Foundation Director – 2007 & 2008

Dress for Success, Career Counselor – 2010 through 2012

Girl Scouts of America, North Carolina Coastal Pines, Area Cookie Manager - 2014

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