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Debra Cohen, Ph.D., SPHR, is the Chief Knowledge Officer for the Society for Human Resource Management (SHRM) and is responsible for the Society’s Knowledge Development Division which includes the SHRM Knowledge Center (including the Information Center and Society Library), the Research Department, Academic Initiatives, and HR Standards. She also has oversight responsibility for the SHRM Foundation. Dr. Cohen joined SHRM in May of 2000 as the Director of Research.

Prior to joining SHRM, Dr. Cohen spent 15 years as an academician teaching HRM at George Washington University (10 years) and George Mason University (5 years). Dr. Cohen has published over 40 articles and book chapters and has been published in such journals as Academy of Management Journal, Personnel Psychology, Human Resource Development Quarterly, Journal of Management, Human Resource Management, Journal of Small Business Strategy, Journal of Business and Psychology, Training and Development Journal, Journal of Management Education and the Journal of Business Ethics.

Dr. Cohen remains professionally active and currently serves on the Executive Board of the HRM Division of the Academy of Management, and formerly on the Board of the Academic Partnership Network of the American Compensation Association (now WorldatWork). She is currently an Advisory Editor for Human Resource Management journal, serves on the editorial review boards of Human Resource Management Review, The Journal of Management, and the Academy of Management Learning and Education journal and does ad hoc reviewing for Human Resource Development Quarterly. Dr. Cohen also oversees the Michael R. Losey HR Research Award – an award for $50,000 given out annually to a premier researcher in the field of HR. She has also served as a judge for AARP’s 50 Best Places to work for workers over 50 for the past two years.

Dr. Cohen received her Ph.D. in Management and Human Resources in 1987 and her Master’s Degree in Labor and Human Resources (MLHR) in 1982, both from The Ohio State University. She received her Bachelor of Science (in Communications) from Ohio University. She is a frequent presenter at both national and regional conferences and has spoken to a wide variety of audiences. Prior to her academic career, she was a practicing Human Resources Manager (in Training and Development).
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This program is ideal for organizations whose success is dependent on their people. Participants in this workshop will learn and share best practices on engaging and retaining employees. Focus will be placed on analyzing the impact employee engagement has on both effort and retention, and understanding how building a positive work culture can drive the business. Key Insights will be shared on building a culture for sustained success, analyzing workforce demographics to identify trends and future needs, understanding the impact managers have on both effort and turnover, and building training and leadership development programs that are aligned with the business.

Nestle Waters is a division of Nestle - the world's largest food company. Nestle Waters North America is headquartered in Greenwich, CT with revenue of $4.3 billion and over 9,000 employees in the U.S and Canada.

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National HR Director, Nestle Waters North America
Bill oversees Nestle Waters North America, Retail Sales and Headquarters operations. During his 10 year career with Nestle Waters, he has been responsible for leading HR in all manufacturing locations nationally (24 factories), overseeing the integration of Nestle Waters Canada, and other various HR responsibilities. He is also currently focused on leading the Diversity Leadership programs with members of Nestle Waters' Executive Team. Prior to joining this organization, Bill worked in the Oil & Gas and Pharmaceutical Industries. He graduated from the WVU MSIR program in 1993 and is a member of the Advisory Board for the MSIR program.

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National Human Resources Manager
Jennifer Melgarejo focuses on both Retail and Route Supply Chain Facilities at Nestlé Waters North America. Jennifer graduated from the WVU MSIR program in 2002 and joined Nestlé soon there after. Her career started in Northern California in multiple HR roles supporting her business partners in Supply Chain, Retail and Home and Office organizations. Her recent assignment has brought her back to the east coast where she is based out of NWNA's Corporate headquarters in Greenwich, CT.

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The presentation will focus on the changing demographics of the workforce and how HR strategy and HR service offerings are evolving. Particular attention will be given to the importance of providing more flexibility, inclusiveness, and nontraditional career paths as employers seek to continuously tap into the talents of an increasingly diverse workforce

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Director Diversity & Inclusion, Americas.
As a member of Dow’s Global Diversity & Inclusion group, Darlene has responsibility for ensuring inclusive leadership behaviors are fully integrated into key talent management activities including leadership development and performance management. Additionally, she acts as a strategic consultant to internal business, functional and geographic clients within North America and Latin America, and oversees a variety of projects related to the development, advancement and retention of a diverse workforce. Prior to her current role, Darlene held a number of roles within Public Affairs at Dow. Education: Bachelor of Arts, Communications from Simon Fraser University

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Pepsi Bottling Group, Inc. is the world's largest manufacturer, seller and distributor of Pepsi-Cola beverages, generating nearly $14 billion in sales annually and operating in the United States, Canada, Greece, Mexico, Russia, Spain and Turkey. Operating in a labor intensive business, the Human Resources function has a legacy of being a true business partner, leading an integrated agenda. Development of our HR leaders is paramount to the success of our continued ability to effectively partner with senior leaders and drive results for the business. This sessions describes our HR Leadership Development Program including the program framework, key development initiatives and overall goals.

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Vice President Human Resources - Canada Business Unit
As a graduate of the West Virginia University MSIR program, Taylor joined PBG in 1997 supporting the Oklahoma City and Tulsa Market Units. After serving in various roles both in the field and at Headquarters, Taylor assumed the role of Vice President Human Resources for the Central Business Unit, based out of Detroit, Michigan before taking on the same role for the Canada Business Unit in June of 2008.

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Senior Human Resources Manager - West Virginia/Eastern Kentucky Market Unit
Jennifer joined PBG after completing the MSIR program at WVU in 2002 where she supported 8 Market Units within the Mid-Atlantic region. She then assumed the role of HR Representative for the Penn East Market Unit, helping to support over 800 employees and 11 facilities. In 2005, Jennifer took on the role of HR Manager for the West Virginia and Eastern Kentucky Market Units, supporting over 650 employees and 14 facilities.

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Companies that have successfully aligned their organization vision and human resources strategy are changing the game in how we compete in today’s marketplace. As companies become more global, the partnership between operations and human resources is critical to manage unprecedented growth.

GE is leveraging this partnership and getting creative on how they develop talent, engage the workforce and maintain it’s commitment of being the global employer of choice. Learn how HR leaders from across GE not only support, but drive business innovation in the dynamic business climate in which we operate.

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Global Human Resource Leader
GE – Aviation, Supply Chain Division
Evendale, OH

Ernest joined GE in June of 1997 on the Human Resources Leadership Program (HRLP) at GE Capital Consumer Finance in Cincinnati, OH. While on program, he was the Human Resources manager for the collections and quality organizations. He then became an auditor on the GE Corporate Audit Staff, with assignments at ERC, Kansas City and GE Plastics, Singapore. Both assignments provided rich learning experiences in compliance, controllership and inventory modeling. After completing his assignments on Corporate Audit Staff, Ernest returned to GE Capital Consumer Finance as the Human Resources manager for all professional client groups.

After graduating from HRLP in June 1999, Ernest took a position in Milwaukee, Wisconsin, supporting GE Medical Systems Information Technologies’ Sales, Marketing and Project Management teams as their Human Resources manager. In 2000, Ernest worked the National Labor Negotiations in New York City.

Ernest joined GE Aircraft Engines in January 2001 as the Human Resources/Union Relations manager for Structures Supply Chain and the Engineering Center of Excellence. He then accepted additional roles of increasing responsibility in the Supply Chain and served as the Union Awareness leader for the business. In January 2004, Ernest became the Global Human Resources leader for the Commercial Engines Operation, Sales and Marketing organizations.

In October of 2005, Ernest was named Supply Chain Global Human Resources leader for GE – Aviation, responsible for the Human Resources strategic direction for ~15,000 employees and ~70 HR professionals covering ~30 locations worldwide.

Originally from Louisville, Kentucky, Ernest graduated from Bellarmine University in Louisville, where he earned his bachelor’s degree in 1990 with a double major in accounting and business administration. He then studied for two semesters at New College, Oxford, England, before joining Providian Corporation as an auditor/accounting associate.

In July of 1992, Ernest took a position as an Assistant English Teacher (AET) in Shizuoka, Japan, where he taught at two Japanese high schools. He returned to the United States in July of 1993 for his graduate work at Indiana University - Bloomington. In 1997, he completed his master’s degree in business administration and his Juris Doctor, with concentrations in marketing/human resources and corporate/employment law, respectively.
Ernest and his family live in Cincinnati, OH.

GE is leveraging this partnership and getting creative on how they develop talent, engage the workforce and maintain it’s commitment of being the global employer of choice. Learn how HR leaders from across GE not only support, but drive business innovation in the dynamic business climate in which we operate.

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Renee Cutright is the HR Leader for the Product Development & Delivery CoE. In this role, Renee provides overall human resources leadership for the PDD team.

Renee joined GE - Aviation in Evendale, Ohio, as a Human Resources generalist in July 2000. She joined GE’s Human Resources Leadership Program nine months later. Her first assignment while on program was in a professional relations role supporting Design Engineering and Military Projects. She later moved to a cross-functional role in sales and business development with GE Marine Engines. Renee took on her final assignment in the Human Resources Leadership Program in November 2002 as the Union Relations representative, where she supported Business Assets and Operations and participated in the 2003 local IAM negotiations.

After graduating from HRLP in July 2003, Renee accepted an HR assignment in Wilmington, North Carolina, supporting a component manufacturing facility in the GE - Aviation Supply Chain Division. The Wilmington facility employs 750 people and is co-located with GE - Energy’s Nuclear Headquarters.

In her next role, Renee was named the HR Lean Six Sigma Black Belt, supporting the Supply Chain Division. In this role, Renee was responsible for leading Lean Six Sigma initiatives across the division, driving process improvement and cost savings projects. In addition, she supported organization and staffing and strategic HR initiatives across the division.

Renee attended West Virginia University (WVU) receiving a bachelor’s degree in business administration in 1999 and a master’s degree in industrial relations in 2000.

Renee and her husband, Shawn, are the proud parents of a two-year old daughter, Olivia. Renee enjoys spending time outdoors, cooking and going on outings with her daughter.

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Brad Greathouse
HR Manager – Airfoils Center of Excellence – GE Aviation
Brad joined GE in 1998, as a Human Resources Representative at the GE Aircraft Engines facility in Wilmington, North Carolina. Brad then moved to the Lynn, Massachusetts site and became the Leader- Union Relations Negotiations during the 2000 contract negotiations timeframe. He then became the HR Leader for the Hooksett, New Hampshire Aircraft Engines facility in 2001, where he spent two years. In 2003, Brad moved to Cincinnati, Ohio, headquarters for GE Aviation, where he has held a number of roles of increasing responsibility, including, HR Leader- Customer & Product Support Operation, HR Leader- Finance & Legal Divisions, and his current role of HR Manager- Airfoils Center of Excellence.

Prior to GE, Brad worked for Consol, Inc., a subsidiary of DuPont Corporation, near Pittsburgh, Pennsylvania, as a Labor Relations Representative.

Brad received his Bachelor's degree in Business Administration from West Virginia University in 1993 and his Master's Degree in Human Resources from the University of South Carolina in 1997.

Brad resides in Mason, Ohio with his wife Gina, and their two children, Drew and Carley.

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An interactive session in which you make the call. Your industry is working in an increasingly small world with limited resources. Most of the resources are controlled by governments in distant lands with harsh environments. Marathon Oil Company purchased a small asset in Equatorial Guinea in 2002, and you are on the team to build it into a major asset of the Company. There are many hurdles to overcome, and those are just the few you know of today! What options do you have, and what paths do you take? Are ethics important to you? How strong are your ethics? And what do you do about the War on Talent?

The analysts said "Right Strategy-Wrong Company". Learn how, using the skills and abilities of employees throughout Marathon, this acquisition was turned into a world class asset, and the impact it has had on lives and the company. As an HR consultant you will have an opportunity to "make the call" on issues that you may face regardless of whether you are at a gas plant in Equatorial Guinea or a refinery in Garyville, Louisiana.

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Human Resources Manager, International Production Operations-Africa
Britt resides in Houston, Texas and is responsible for the human resources functions for Marathon’s Africa assets located in Angola, Equatorial Guinea, Gabon and Libya. Africa has recently become a very large part of Marathon’s upstream portfolio, representing over half of Marathon’s upstream assets.

Following graduation from the MSIR program in 1979, Britt joined Marathon Oil Company at their corporate headquarters in Findlay, Ohio as a human resources generalist supporting Marathon’s international operations. Most of his career was associated with Marathon’s international business, which has resulted in extensive travel to many countries. In addition to his international related experience, Britt has had assignments in Marathon’s Gulf Coast Region, and in various corporate functions relating to capital projects, mergers and acquisitions, recruiting, and EEO compliance.
Britt is married to a WVU graduate. They have a graduate student at Texas A&M University, a senior attending Texas Tech University, and a sophomore attending The University of Texas.

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Human Resources Manager, Marathon Petroleum Company

Phil resides in Findlay, Ohio and is responsible for the human resources functions for Marathon’s Transportation and Logistics organization (T&L). T&L includes Marathon’s petroleum (crude oil and refined products) distribution systems, including operations from Kenai, Alaska to Fort Lauderdale, Florida with nearly 2000 employees.

Following graduation from the MSIR program in 1980, Phil joined Marathon Oil Company at their corporate headquarters in Findlay, Ohio as a human resources generalist. Most of his career was associated with Marathon’s downstream business including assignments at five refineries located in Louisiana, Texas, Indiana, Illinois and Kentucky.
Phil is married to Shirley Hall. They have four children, three boys and a girl, ranging from 26 years old to ten years old and recently became grandparents. They are also the parents of five dogs - two Dachshunds, a Golden Retriever, a Bassett Hound and a St. Bernard.

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Building and maintaining a powerful workforce with high performing employees is the ultimate goal for Human Resources practitioners responsible for Talent Management. Developing the right people to meet the business goals in a highly competitive, highly regulatory and growth focused organization creates special challenges which the Engineering Services and global Field Services Human Resources team and line management are meeting through a unique partnership where key critical skills are identified and talent developed to meet the future operational and business needs of the organization.

Within Westinghouse Electric, HR facilitates a process where knowledge & experience in a technical, scientific or business field, applied to a specific product or service, which is "Mission critical" because it generates proprietary knowledge used to enhance competitive or strategic advantage, or is required by regulation or regulatory bodies is developed through a formal knowledge transfer program. This program is yielding success in terms of retention and development of the future employee workforce.

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Manager, Human Resources Westinghouse Electric Company Global Field Services.
Tina has worked for Westinghouse primarily as HR Generalist and manager for 17 years. She champions aspirations and strategic objectives to achieve flawless performance and to identify, develop and maintain critical skills for future organizational growth. She directs the Critical Skills and Human Capital Plan for the Westinghouse Field Service organization, initiating knowledge management programs for all levels of employees, advising management in strategies that support continuous improvement and business performance. She has successfully supported major projects, marketing, engineering and corporate center functions and managed labor relations. Tina currently leads the HR function for acquisitions and joint ventures for a global nuclear field services in addition to HR leadership for an organization of more than 1500 employees located in five western European countries and at 8 US locations, including three subsidiary operations.

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A several year global undertaking to change the role of Human Resources, THR was and is a major investment that will deliver to Bayer a Best Practice Operating Model for Human Resources and Payroll. The goals of THR are to unify HR and Payroll systems to meet global needs and to provide excellent support to the entire organization; while providing strategic HR support to management.

The new Model is comprised of four areas: HR Self-Services, HR Shared Service Center, Centers of Expertise, and HR Business Partners. Following is a summary of each of the areas:

HR Self Services – This self service tool is used by employees and managers to answer a variety of HR questions and delivers personal information and enables transactional capabilities via the intranet. HR Shared Service Center (SSC) – The SSC is located in Pittsburgh and provides administrative and operational HR support to the US organization. In the future, they will also provide support to Canada and Latin America. Other service centers will be established in Europe (Leverkusen) and in Asia-Pacific. The SSC will have two areas of operation: a Front Office and a Back Office. Front Office staff will answer questions on most day-to-day HR issues and handle HR administrative matters. The Back Office staff will provide additional support to complex issues and will provide operational / analytical support for HR processes. The Americas SSC went live supporting initial HR processes on April 2, 2007. Center of Expertise (CoE) – These HR experts provide strategic planning for HR policies and systems across all subgroups. They monitor HR trends, consider the needs of specific business units, initiate development of policies and best practice solutions that can be adopted by the entire organization. There are four major CoE areas: Executive Management Support, Compensation & Benefits, People Development, and HR Strategies & Policies. The U.S. organization will be supported by local and German-based CoE personnel. HR Business Partners (BP) – HR Business Partners will continue to support their specific sub-groups and will be part of their current management teams. These HR professionals advise managers on strategic HR issues and ensure that their business’ needs are reflected in the design of HR tools and policies. The HR Business Partner will also continue to provide employee and labor relations support to their businesses.

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Melissa Costanza, Ann Hoover, David Kapsha and Susanna Wayt are four senior human resources professionals with extensive experience in recruiting, training, acquisitions, divestitures and joint ventures, employee relations, compensation and benefits, performance management, leadership development, and program management. Each applies the necessary analysis, planning, and management skills needed to develop, introduce, and maintain comprehensive human resource programs created to meet organizational objectives, streamline efficiency, enhance quality, and optimize cost effectiveness. They are agents of positive culture change, consistently building cohesive partnerships with business leaders, employees, business alliances, and the community.

Melissa Costanza is a Senior Human Resources Consultant in Bayer Corporate and Business Services's Shared Service Center. Ann Hoover is a Senior Human Resources Business Partner in Bayer MaterialScience. David Kapsha is Director of Human Resources, Mobility in Bayer Corporate and Business Services's Shared Service Center. Susanna Wayt is Vice President of Human Resources, Bayer MaterialScience.

They have varying undergraduate degrees, but all have an M.S. Industrial and Labor Relations from West Virginia University. Together, they will discuss Bayer's Transforming Human Resources (THR) project.

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Transitions Optical is a global joint venture business of PPG Industries, Inc. and Essilor International. Over the last few years, the Transitions Optical Human Resources team has actively engaged their business partners to effectively develop an HR mission, vision and strategy. The HR Mission of "Right Organization, Right Talent and Engaged People with HR process excellence at all times", has become the foundation for HR service delivery across this global business. The team has developed a strategy across all components of the mission and is actively executing key priorities. This session will describe how this HR framework was developed and more importantly, its focus on supporting organization performance and employee engagement in one of PPG's most profitable, high growth businesses.

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Global Human Resources Director, PPG Optical Products and Transitions Optical
A graduate of Allegheny College in economics, Ken worked for National Steel Corporation in several human resource positions before joining PPG in 1996. He joined PPG as an HR generalist in our research organization followed by appointment as HR director for the Meadville float glass facility in 1999. He served as manager, affirmative action beginning in 2002, moved to HR manager for shared services in 2005 and to his current role in 2006.

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Director, Labor, Compensation and Employee Relations, PPG Industries, Inc.
A graduate of WVU with an MSIR degree, Craig has been with PPG Industries since 1989 and currently has accountability for global compensation and North America labor & employee relations. Craig previously held HR business partner roles with the leadership teams of PPG's Optical Products, Transitions and Fiber Glass businesses. He has also served on PPG's corporate labor relations staff and was HR Director at their Natrium, WV Chemical operations. Prior to joining PPG, Craig held increasingly responsible labor relations and HR generalist roles with Armco Steel and Nabisco.

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Professionalism is a total image that encompasses how you look, think, act, and behave in the workplace. It is what gets you noticed by Senior Management and what earns the respect of your peers. This interactive presentation will cover professional manners, professional behavior, and professional image.

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Workplace Solutions LLC, President of the WV State Council of SHRM
Betty brings over 28 years of Human Resources and business administration experiences to the classroom. She is President and owner of Workplace Solutions, LLC in Hurricane and has prior experience in the coal, healthcare, education, and tele-communications industries. Betty has a MS in Strategic Leadership and a BS in Industrial Relations/Human Resource Management. She founded the Beckley chapter of SHRM and currently holds the State Director position on the WV State Council of SHRM. Past positions on the Council include the Director for New Chapter Development (2007), Director of Certification (2005-2006), State Conference Chair (2004), and Legislative Director (2002-2003).

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Vice President of Global Human Resources, General Motors Powertrain
John J. Quattrone is GM Powertrain’s Vice President of Global Human Resources. Quattrone is a native of Syracuse, New York, and began his GM career in 1975 at the Fisher Body Syracuse Plant. Since then he has held various positions in personnel and labor relations at GM. In 1988, he was appointed personnel director at the GM Engine Division plant in Tonawanda, New York, and subsequently Personnel Director for the Willow Run Transmission Plant and Engineering Center. Quattrone was appointed Director of Compensation and Policy for General Motors in May, 1995, and was named General Director of Human Resources for North America Vehicle Sales, Service and Marketing in September, 1996. He was appointed GM North America’s Vice President of Human Resources prior to his current assignment.

He received his Bachelor of Science degree from Le Moyne College in 1974 and earned a Master of Science degree in 1975 from West Virginia University. Quattrone also serves on the board of directors of Health Grades, Inc., and the American Society of Employers.