Miriam Cardoso

Leading the HR function at NTS, my focus is on attracting and retaining exceptional talent to align with the company's current and future business objectives. I manage all aspects of the employee experience, overseeing crucial elements within the People & Culture department, including Talent Management, Training & Development, Talent Acquisition, Compensation & Benefits, Budgeting, Organizational Design, Leadership Meetings, Internal & External Communication, and Payroll. My role also involves formulating a labor strategy that complies with legal and labor regulations while promoting a positive work environment for our approximately 300 direct employees and over 1,000 indirect staff, which includes effectively managing third-party relationships.

Reporting to the CEO and leading the People, Culture & Communication team at Evoltz, I drive comprehensive strategies for short, medium, and long-term goals. As an invited member of the People and Health and Safety Committee, I contribute to promoting a safe and healthy workplace. My role involves ensuring we attract and retain top-tier talent to meet current and future business needs. I oversee all aspects of the employee experience, managing key subsystems within People & Culture such as Talent Management, Training & Development, Talent Acquisition, Compensation & Benefits, Budgeting, Organizational Design, Leadership Meetings, Internal & External Communication, and Payroll. My responsibilities include developing a labor strategy that aligns with legal and labor legislation and fostering a positive work environment with employees and union stakeholders.

Head of People and Culture for 2 Business Divisions at ENGIE Brazil - ENGIE Solutions and ESOM. Reporting directly to the CEOs of both divisions, which together comprised approximately 2,000 employees. Responsible for the entire HR structure and its subsystems. As a member of the Ethics Committee for both business divisions, I uphold the highest standards of integrity and ethical conduct.

Reporting directly to CEO of ENGIE Soluções; Build a close and trusted relationship with stakeholders Create and implement a strategic people engagement plan and help managers effectively lead and develop their teams including the provision of feedback, supporting their development, conducting assessments, identifying and managing key talent, or making decisions about promotions or compensation Support leaders and managers in effectively dealing with specific people-related issues or challenges. Work with business leaders to ensure job offers and contracts are competitive and reasonable based on market information available and they are in line internal company guidelines and policies Maintain organizational structure and support changes; Be the HR focal point for Due Diligence process and responsible for HR workstream during the integration

• Build a close and trusted relationship with stakeholders • Provided support to business sectors at all levels, participating in the implementation of People and Management projects and their HR aspects, including Training and Development, People Attraction, Key Talent, Compensation, Organizational Structure, Career and Succession Planning, Organizational Climate, Coaching and Assessment. • Working as a Business Partners, providing services to management in the sales, administrative and operational teams, with a team of more than 300 professionals. • Implemented, monitored and mapped employee performance and productivity assessments, with development programs and behavior and organizational change. • Planned and developed professional careers and the Outstanding Potential Program, mapping employee and potential leader profiles, aligned with business strategies. • Conduct annual compensation and promotion processes for assigned businesses by providing counsel and assistance with recommendations, implementation and consistency of approach. • Developed and implemented customized and highly complex People and Management projects. • Provided internal consultancies, understanding each sector’s characteristics and improving performance and project adherence.

Business Partner (Engineering Department); Interface in managing Head Count Engineering – Resource Planning; mapping potential; drives, substitutions and shutdowns; Solution provider in Recruitment; Facilitating the implementation of Corporate HR projects - informative lectures, focus group, and any behavioral training; Assist managers in preparing the PMR (Performance Assessment); Develop controls and provide for consolidation of reports and indicators L&D; Answering specific demands of L&D; Analyze demands of Compensation with the area of C&B, and advise the internal customer.

Recruiting & Staffing Coordinator Maintains new employee files and personnel records; Updates and maintains the E-Recruiting database and recruiting files to support future activity; Organizes the logistics for all assessment sessions; Screens, evaluates and conducts reference checks on candidates, maintain requisitions and advertising databases; Coordinate pre-employment, travel and relocation, reporting dates, security clearances and Visa Process; Coordinate induction of new recruits; Coordinate career fairs, university visits, etc.

Recruitment and Selection Consultant