Molly Deugaw

Strategic HR leader with end‑to‑end responsibility for HR strategy across the Americas, including the design and execution of an Agile HR operating model. Trusted advisor to senior executives on organizational design, leadership effectiveness, succession planning, and enterprise transformation. Building and governing high‑performing HRBP teams, delivering data‑driven insights, and applying global HR expertise to drive business outcomes in global complex, matrixed organizations. • Owned and led the HR strategy and operating model across the Americas, ensuring strong alignment between global people priorities and regional business objectives. • Designed, launched, and scaled an Agile HR operating model across the Americas, providing leadership oversight for 14 HR Business Partners, including Industrial Relations, and enabling the shift from transactional HR support to enterprise level strategic partnership. • Senior advisor to global business and executive leaders, influencing enterprise decisions related to organizational design, leadership capability, succession planning, and large-scale transformation initiatives. • Established the vision, standards, and governance for a high performing HRBP organization, partnering with global HR leadership to align ways of working, elevate strategic capability, and drive consistency across regions. • Assess the health of the organization to identify critical capability gaps, providing data-driven insights and recommendations to senior leadership. • Trusted internal consultant to business leaders, delivering expert guidance and strategic recommendations on organizational design and effectiveness challenges. • Led enterprise talent and succession discussions by identifying critical roles and systemic pipeline risks, strengthening leadership continuity and long-term organizational resilience across the globe. • Applied broad, end-to-end global HR expertise to deliver scalable, compliant, and business-driven people solutions.

Owned global people development and talent strategy, including leadership development, succession, performance management. Led enterprise programs to strengthen leadership pipelines, engagement, and culture while coaching HR teams to deliver consistent, business driven solutions supported by data and metrics. • Facilitate talent management initiatives related to talent assessment, development and succession planning, performance management. • Oversee creation and deployment of leadership development and career advancement tools, resources, and curricula. • Manage the High Potential leadership development program and annual summits. • Propose and implement HR programs that support business objectives and enhance culture and engagement through delivering positive employee experience. • Develop and launch the DE&I strategy. • Create and execute recognition programs for employee engagement. • Provide metrics on performance management, training and development, and compliance training.

Drove the people agenda in terms of systems, processes, training, culture and create a work environment that attracts, retains, and energizes key talent. Ensured that the business has the talent and the organizational design to deliver the business strategy for long-term, sustainable growth. As part of the leadership team, developed and led programs that maximize the organization's effectiveness toward achieving its stated business goals. • Provided strong organization, prioritization, planning, and project management for HR team objectives. • Determined scope, conducted baseline analysis, compiled findings, and made recommendations to address business gaps within the company. • Effectively applied organization design principles and job evaluation techniques in analyzing and designing/redesigning the organization structure and jobs within the organization with operational leaders. • Implemented key metrics to understand day-to-day gap areas in attendance and earned hours with recommended course correction. • Created best in class COVID-19 playbook for organization that was adopted across other businesses. • Strong partnership with business leaders and global HR Leaders to define strategies and initiatives that drive achievement of each business unit’s/function’s goals. • Organized quarterly town hall presentations and monthly OPRs with the site leader. • Ensured effective management and communication principles are used and built strong two-way communication with the organization.

Led organizational change initiatives, managing, planning and implementing projects; detail-orientation to drive initiatives to completion. Strategic HR partner to the Corporate M&A function, provided people and culture due diligence for prospective acquisitions, evaluating cultural and values alignment, and driving comprehensive post‑merger HR integration activities. Provided compelling HOS maturity metrics across the leadership team to conquer Silver Excellence and triumph as best in class for the 4 HOS maturity elements: change management, organization design, talent, performance management, strategic and operational planning. Devotion to process improvement in people strategies and initiatives. Created strategic plans in achieving business objectives in performance and growth through process improvements, advanced workforce planning and analytics, and managing change by monitoring and identifying any project issues early to be able to mitigate business risks. Developed strategic practices, capability, and service delivery to optimize business results and customer experience globally across Supply Chain. Responded swiftly and effectively to changes, expand global footprints while escalating revenues and margins.

Provided a broad range of HR Business Partnership in support of business objectives, strategic goals, and human resource initiatives for approximately 700 employees across the Northwest IL ISC including full HR oversight of 6 manufacturing facilities located in the region. Drive divisional and company HR programs and initiatives support of business STRAP and AOP objectives, including talent development/management, workforce planning, recruiting strategy, organizational effectiveness and change management, performance management practices and exceptional HR execution.

Human Resources Business Partner for Manufacturing, Research & Engineering, Planning and Operations. Supporting over 3,000 employees. Provide a full range of Human Resources management in order to allow units to resolve issues/capitalize on opportunities and focus on achieving business objectives. Provide counsel to HR professionals located at operating units, such that production and cost goals are met while controlling employee relations issues. Develop training materials and deliver training sessions to build knowledge and capability in team leaders and team members in order to support ongoing site needs as well as corporate initiatives. Provide change management leadership to Human Resource and other customer projects to promote the development of organizational strength. Build and apply expertise in various areas including performance management, labor relations, lean manufacturing, organizational development, training and development of leaders and project management to enhance cross-sector effectiveness.

Short Term Assignment, New Millford Mill Provided site leadership in creating a high performance culture that emphasizes employee engagement, quality, safety and effective Lean implementation to drive a highly productive workforce of 500+ employees. Led responsibility for other high performance initiatives to deliver transformation and ongoing continuous improvement to the work practices and team leader leadership capabilities. Built and applied expertise in various areas including performance management, labor relations, lean manufacturing, organizational development, training and development of leaders and project management to enhance cross-sector effectiveness. Achieved corporate and site objectives through the communication, implementation and promotion of World Class Manufacturing values, vision, mission and foundations.

Human Resources Business Partner for Sales Strategy, Supply Chain & Logistics and Shopper Marketing. Successfully developed high performing organization by establishing strategic partnerships with business unit leaders in our Supply Chain Logistics, Transportation, Sales Strategy, Sales Planning and Shopper Marketing (580 employees) to identify and execute on opportunities for increased organizational effectiveness.

Short Term Assignment, Shanghai, P.R. China Co-Facilitated project work to assess and evaluate sales optimization for the P.R. China sales organization. Partnered with sr. leaders to oversee the alignment and integration of HR initiatives such as midyear review, salary handling, and training programs are effectively administered. Reviewed and assessed China’s current and new recruitment vendor proposals. Developed a business strategy in compliance with the new China law for 2,300 dispatch/contingent workers.

Executed corporate compensation programs, including annual compensation review, salary surveys and retention plans for North America and Global teams. Met challenging deadlines utilizing a multinational/matrix compensation system for quarterly & annual bonuses. Administered the year end performance rating calibration and merit increase for US and Global Company. Primary HR Resource for Puerto Rico subsidiary for all compensation and HR related inquiries. Gave guidance to HR Generalists and managers to set appropriate compensation levels for new hires and ensure pay for performance for employees.

Short Term Assignment, Puerto Rico Served as the Corporate Advisor to the new HR Director in Puerto Rico to create an HR structure for the Puerto Rico subsidiary and helped to create the NA President’s budget review visit. Analyzed data to provide headcount turnover and conducted a cost analysis for Sales re-optimization in Puerto Rico. Created HR processes and standards consistent with corporate policies and processes for the Puerto Rico subsidiary. Trained managers and employees the corporate compensation philosophy and disclosed their bonus and salary information. Instrumental in training two new HR Analysts on compensation and HR process for success in their roles.

Short Term Assignment, Marketing Designed and spearheaded the Global Marketing Development internship and new hire program. Developed a seamless process for interns and Associate Brand Managers starting at Colgate. Created a thorough training curriculum for both the interns and the Associate Brand Managers. Designed a marketing capabilities checklist for newly hired Associate Brand Managers.

Mastered complexities of business operations and through analysis, initiated several multi-functional continuous improvement programs and initiatives for NA HR processes. Improved company’s initial impression with new hires by designing a New Hire Orientation Program and process that is now being implemented on a global scale. Successfully recruited a diverse class and administered the Sales internship program. Developed staff meetings for the field Administrative Assistants which evolved into the monthly Admin Learning Series that is now implemented globally. Garnered recognition for the Admin Learning Series as a recipient for US Company Personal Leadership Award in 2009 and the You Can Make a Difference Award in 2010.

Researched and developed a top notch new hire orientation to foster positive attitude towards NYU’s goals & mission. Counseled managers on employee performance reviews and productivity including managing FMLA & ADA matters, time and attendance issues, and management best practices. Designed and implemented various department projects such as: Exit Interview Process, New Hire Buddy Program, New Hire On-Boarding Program, & New Hire Training Program for Managers. Established positive relationships with Union Stewards which led to Union recognition for the Top Partnership award.