As an HR Manager at CenterPoint Energy, I oversee all aspects of the HR Business Partner department, driving strategic initiatives that align people strategy with overall business objectives. I focus on building strong relationships with internal stakeholders to understand their goals and challenges, while leading a team of HR professionals in areas such as talent and succession planning, performance management, and employee relations. I am dedicated to continuous improvement, developing procedures that ensure consistency and compliance with organizational policies and legal standards. Through data-driven insights and a focus on problem-solving, I prioritize effective HR service delivery, employee development, and retention. My goal is to support business growth while fostering a positive, high-performance workplace culture.

As HR Manager, I oversee payroll, benefits administration, and the restructuring of our Organizational Chart to optimize operational efficiency. I lead the creation of new job descriptions and implement cost-saving strategies across HR functions. Managing a diverse team of 5 HR professionals specializing in areas such as recruitment, employee relations, training, and compliance, I ensure cohesive departmental operations. Additionally, I develop and present comprehensive HR reports to senior leadership, providing strategic insights that drive informed decision-making and continuous improvement throughout the organization.

• Responsible for building client partner relationships with multiple stakeholders: HR team, Business leaders, Area Managers, General Managers, and team members.• HR advisor and strategist for all Stone Systems and the ten (10) fabrication Shops nationwide. This includes VPs, Directors, Managers, and all employees who work for Stone Systems, in total sums over 400 employees. • Be an employee champion and change agent while anticipating and driving strategic HR-Related needs. Proactively liaise with appropriate departments to develop, design, implement and enforce HR policies and procedures complying with company policy and state and federal laws.• Strong focus on the development of the people, being to the Managers a key figure to develop knowledge and abilities in the teams throughout the organization.• Coordinate and implement the onboarding to ensure the success of new employees.• Provide and prepare relevant HR Metrics for the department. Lead and manage succession planning for the Stone Systems Fabrication Shops in coordination with top management.• Manage and implement performance review process ensuring all employees have a performance review and objectives in place.• Manage and resolve complex employee relations and provide HR policy guidance and interpretation.

• Leading a team of 7 Direct reports (5 People Acquisition Specialists and 2 In-Plant Recruiters) providing service to all Business Segments: Distribution, Fabrication, Logistics & Corporate. • Manage all the recruitment efforts for Cosentino Americas, which includes U.S., Canada, Mexico, Chile, the Caribbean, and Brazil. • Stablish new partnerships with Executive search firms in Mexico and Brazil to assist in our recruitment efforts regionally. • Create from scratch new Job Fairs for 6 different locations: Phoenix, Minnesota, Houston, Savannah, New Jersey, and Dallas. For these Job Fairs we partnered with 4 to 6 local agencies, who helped us successfully recruit over 20 people on-the-spot every time. • Create a new report to keep track of the temporary employees working with for Cosentino/Stone Systems. The goal of this report is to know in a more accurate way what employees can be converted to become full-time employees and saving money from TA budget, increase the accuracy of the headcounts in every location as the report can tell us who has been hired and terminated. • Achieved the record for most positions filled in a single month (133), as well as managed the highest peak of positions in Cosentino with 251 positions total open. • Increased our Weekly Closing Average to 28 positions, keeping an average of between 4 and 5 closings per week per Specialist.

As part of the Talent Acquisition Team at Cosentino North America, I manage the full recruitment cycle for all the staffing positions in US and Canada. The variety of roles can go from: Warehouse Workers, Machine Operators, CDL Drivers, Customer Service Reps, CNC Operators, Quality Control and other blue-collar positions, up to Operations Managers, Account Managers, Architects & Designers Sales Managers, Regional Directors, General Managers, among others. Part of my role with Cosentino is to manage the temporary agencies who help us in the recruitment efforts, have weekly meetings with the agencies to keep track of the open positions and the status of these, negotiate mark-up, addendum, waivers, and new contracts. My responsibilities may include:• Sourcing and screening candidates• Building candidate pipeline for every open position• Define best job boards to post positions and receive more/better candidates• Keep track in real time of every temp-to-perm employee with the company• Notify managers about conversion time for temporary employees and reducing cost • Advice managers about best agencies per region and services provided• Establish rapport as well as good relationships with managers and candidates • Weekly report meetings with staffing agencies and the Talent Acquisition Team • Manage high volume of positions (72 at one point) in a fast-paced environment

Besides having my own accounts to recruit for, I'm in charge of the recruitment efforts of the company, meaning developing new ways to attract assets, managing Job Boards accounts, supervising the recruitment team on-site and remotely, updates of the weekly and monthly stats by position and client, assisting our clients with market analysis to build the best Job Description possible with the best package against competitors, attending meetings countrywide regularly with Hiring Managers, among others. Our clients are working in the busiest Basins around the country like the Permian, Baaken, Eagle Ford, Marcellus and DJ, covering almost any position in the Oil & Gas industry like Tool/Yard helpers, Shop Hands, Rig Hands, MWD's, Directional Drillers, Drilling Fluids Specialist, Environmental Specialist, RigUp/RigDown Crew, Frac Operators, Wireline Operators, Casing Specialist, MPD Operators, Coiled Tubing Operators, Field Specialists, and many more. My focus is to find or help other recruiters find the right candidate for our clients in the districts of Midland, Oklahoma, Colorado, South Texas and the North East. Our clients are among the most recognized companies in the industry and we are proud to say we help them with +200 positions covered throughout the country.

Working with the Recruitment Manager within the recruitment process for engineers, programmers, software designers, project managers among others. My responsibilities could include the following: • Screening candidates for open positions in the company. • Selection of ideal candidates for the positions. • Primary phone interview and info verification. • Schedule and apply personal interviews. • Application of psychological tests and results interpretation. • For specific IT positions, I had to build an assessment process so we were able to identify the characteristics and knowledge suitable for such positions. • Extend offers of employment to selected candidates within the guidelines of the companies including the clarification of benefits. • Interview guidance help to areas hiring managers. • Develop and maintain a relationship with all the candidates through the entire recruitment process.• Communicate the culture of the organization to prospects.

Massive recruitment projects. Talent adquisition for many industries such as construction and medical. Multiple level recruitment. Screening 100+ candidates per session to develop a pool with qualified candidates. Set a good rapport with hiring managers in every company and guide them through the recruitment process with weekly follow-up meetings. Create job descriptions. Support and implement the best recruiting plan for each project, depending on the positions, number of candidates, dead lines.