At Rose HR, we help organizations create employee wellness programs, flexible work policies, and caregiving support systems that enhance workplace well-being. We believe that when employees are supported, businesses thrive. Our consulting services empower companies to build healthier, more productive workplaces while also offering guidance to caregivers balancing work and personal responsibilities.
Talking Points/Questions *
1. You’re not just an HR consultant—you’re a woman with a powerful story. Can you share one of the biggest barriers you've had to overcome in your personal or professional journey, and how that moment shaped the leader you are today?
2. How has your human resources background influenced how you advocate for women in corporate spaces, especially in areas like equity, inclusion, and leadership development?
3. As Ms. Maryland Corporate America 2025, what message do you hope your reign sends to women navigating both boardrooms and personal battles?
4. What role has mentorship or sisterhood played in your growth, and how do you pay it forward through your work or platform?
5. In your HR experience, you’ve likely helped many people discover their strengths—what’s a strength you discovered in yourself through this competition journey?
6. What advice would you give to the woman who feels stuck in her career or life purpose, but knows she’s meant for more?
7. When your reign as Ms. Maryland Corporate America 2025 is complete, what legacy or impact do you hope to leave behind professionally and personally?
#BEST
#STRAW
#SHMS
See omnystudio.com/listener for privacy information.
Mark as Played
Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:05):
Welcome to the show.
Speaker 2 (00:06):
I'm Rashwan MacDonald, the host of Money Making Conversations Masterclass,
where we encourage people to stop reading other people's success
stories and.
Speaker 1 (00:14):
Start planning their own.
Speaker 2 (00:16):
Listen up as I interview entrepreneurs from around the country,
talk to celebrities and ask them how they are running
their companies, and speak with nonprofits who are making a
difference in their local communities. Now, sit back and listen
as we unlock the secrets to their success on Money
Making Conversations Masterclass. My guest is Miss Maryland Corporate America.
(00:38):
The honor celebrates business women beyond beauty. At Rose Hr Company,
they help organizations create employee wellness programs, flexible work policies,
and caregiving and support systems that enhance workplace wellbeing. This
empowers companies to build healthier, more productive workplaces while also
offering guidance to caregiving is balancing work and personal responsibility.
(01:03):
Please walk in the Money Making Conversation master Class, the
one and only. See Aerra Morgan.
Speaker 1 (01:08):
How you doing?
Speaker 3 (01:08):
See Err, I'm doing fine. Thank you so much for
the opportunity to be here.
Speaker 1 (01:12):
Well, first of all, you know, let's go through your schedule.
Speaker 2 (01:16):
You know, you've already been newly crowd. Yes, Miss Maryland
Corporate America. That's Corporate America. But let's talk about your life.
You have a company, the car Rose HR. Correct, that's
your company.
Speaker 1 (01:30):
What else do you do?
Speaker 3 (01:32):
I do a lot, so I wear many heads that
out like that.
Speaker 2 (01:37):
We're gonna get direct with you, miss Corporate America, Miss
Maryland Corporate America, because see, you're already an entrepreneur. Now
what else do you do?
Speaker 1 (01:44):
My friend?
Speaker 3 (01:46):
Yeah, so I'm also an HR executive currently for a nonprofit.
But I've worked in multiple industries.
Speaker 2 (01:51):
Okay, no, no, no, no, okay, I'm just writing all
this stuff down like you like I want to blow
pass off this stuff. Jesus, Oh, tell everybody she's an entrepreneur,
has an awn HR company called Rose Hr. She's almos
a full time HR person for nonprofit. That's two jobs
right there.
Speaker 3 (02:08):
Yeah, what else do you do? Number three would be
a caregiver and I've been doing that for fifteen plus years.
Speaker 1 (02:16):
Wow, congratulations on giving.
Speaker 2 (02:19):
Because I wanted people to hear your story because, let'
tell you, do these intros you've been doing all your life,
so it's part of your DNA. You know, you give
them in the morning, you know, how to get through
the process. Like some people drink coffee, you know they
have to have it. You're going through life, changing people's
lives and taking care of people's lives.
Speaker 1 (02:37):
Now, this honor that.
Speaker 2 (02:38):
You recently received Miss Maryland Corporate America, why did you
get involved with that? And their importance of promoting on
my show today because we're also going to get into
some other questions about HR that I feel my audience
needs to know.
Speaker 3 (02:52):
Yeah, no, for sure. And you know, one day I
was searching on social media and I came across this
ad and I said, I've never heard of this before,
and I decided to click on it and learn more
about it. And what I was trying to do in
the next move in my life and what I have
been doing supported the mission and values of Miss Corporate America,
and I felt that it was a good fit so
(03:13):
I could help to elevate my platform and then hopefully
touch more lives by getting my message across because, for example,
caregiving is just so underrated. I'm not talked about type
of topic.
Speaker 1 (03:25):
Now, let's talk about that.
Speaker 2 (03:26):
You know when you said caregiving, Because I'll be honest
with you, don't know exactly what you're talking about.
Speaker 1 (03:32):
So it's not now time for.
Speaker 2 (03:33):
Me to be educated by you because you've been doing
it for the past fifteen years, but that's been in
a personal space. You've been taking care of people that
you love, you care about now, but you're saying that's
another space that people should look at as far as
for opportunities as well as starting business opportunities as small
business entrepreneurs.
Speaker 1 (03:51):
Correct.
Speaker 3 (03:52):
Correct. And so what I did was I expanded my
HR consulting business to include caregiving coaching for family caregivers
because unfortunately, you can become a caregiver. I shouldn't say unfortunately, fortunately,
you can become a caregiver just like that overnight. And
when I became a caregiver, I didn't have anybody to
turn to you for resources or support, and I had
(04:14):
to figure it all out on my own. So I'm
hoping to kind of pass that knowledge along so people
don't make the same mistakes that I've made, and for
those that are not family caregivers just yet, helping them
to prepare for aging parents or taking care of anybody else,
whether it's permanent, temporary, or whatever the case may be.
Having those hard conversations.
Speaker 2 (04:34):
Well, you know, because I'm my moms who's passed away,
she had a caregiver. You know these and these are
people that you don't know anything about it, but then
they have to take care of the most precious thing
in your life, you know, a parent, and it's really
and then you have to like screen these people or
you might get a recommendation from these people and they
come in and you don't know what they're doing to
(04:57):
your relatives for that period that you're not there, but
you have to trust them. How what is the system?
Is there a system out there where you can background
check or their agencies let's talk about what you're doing
in the state of Maryland.
Speaker 3 (05:11):
No, for sure. And so for me, the caregivers that
I had for my loved ones are private duty caregivers,
meaning I pay them out of pocket and so far
as background checks, I did get some people word of
my mouth, of course, but then I also submit for
them to do a fingerprint at my own expense to
get that done or sometimes I reach out to agencies
(05:32):
who actually go through that and do the heavy work
and find people, but I do still interview them to
make sure that they are a good fit for my
needs and have an understanding of my loved one's needs,
because not everybody could deal with let's say, a person
with dementia, a person that can't walk. My great grandmother
couldn't walk. I had to lift her for the ten
out of the fifteen years that she was here. So,
(05:52):
you know, it's a lot that comes with it, and
it's definitely a financial sacrifice. But a lot of people
when they think of caregiving the home health age, they
think it's just basically getting the person up, but it's
more to that. It's the yes, the toileting, debating, the
medication reminders, taking them to the doctors. It's so many
things under that umbrella that people just just really don't
(06:14):
even know and don't talk about. And I feel I
empathize with people such as in that aging population that
don't have anybody to speak up for them. I just
don't know how, like if my grandmother didn't have me,
And I'm not a person that toots my own horn,
but I don't know how she could navigate all of
the different things, the curves and everything that comes out
with just living. You know, whether it's dealing with something
(06:37):
in her senior building, dealing with something with Medicare, Medicaid.
You know, the seniors, they can't they're not technology savvy,
you know, they don't have anybody to sit there and
talk with them. And then it's spam calls. It's just
so many things that the world now in twenty twenty
five has opened us up to and people need help,
and unfortunately they don't know where to go to get
that help.
Speaker 2 (06:58):
It's the first time I've had it, if you like
this about caregiving on my shelf. So a lot of
these questions I'm asking from a personal standpoint what I
saw happened to my mom before she passed away. My
nephew handled a predominant about of the care, but then
we also had to bring in a person through the
additional care. How do you deal with that emotion as
(07:20):
a caregiver, because when you calm into that lane, there's
usually as hospice stage. How do you emotionally deal with that?
Are the people who work in that world deal with it?
Speaker 3 (07:32):
No, for sure, And that's a great question. And that's
also something that people don't talk about. And you know,
we have to support and uplift each other and if
sometimes you can't get it from your family to always
support you, and a lot of caregivers are the only
ones in their family that's doing anything i e. Myself right,
And so definitely therapy having that self care because like
(07:54):
you said, it's not glamorous, and there does come a
point where you burn out and your emotions go high.
Sometimes you screams, you become out of character, and it's
just human nature and I want people to also know
that that's normal. But you know, you quickly you bring
yourself in because it's a lot you're dealing with. You're
dealing with your own life, you're dealing with the care
of somebody else's life. It's natural to just become overwhelmed.
(08:16):
But it's how you address it that matters. And you
have to realize that the person that you're taking care
of i e. A person with dementia, they don't know
exactly what they're doing and they don't realize it because
if they were here in full mind capacity, they would
want you to take care of themselves, you know, of yourself,
excuse me, and they would you know, want the best
(08:38):
for you. But obviously they're putting that situation that they
didn't choose to on their own and there are so
many different levels, but I would say to someone from
a quick standpoint, therapy and making sure that you still
take out time to do the things that you love
and you know understand that again you will be overwhelmed.
There will be some sleepless nights, there will be emotional
(08:58):
challenges that come with it, and if you have to
vent to someone, vent it's okay. Don't try to keep
all that bottled up, because when you do keep that
bottled up, or you make your life stop for someone else,
it doesn't come out very well. And we do call
that caregiver guilt as well, because we feel guilty for
putting our needs in front of our loved ones. But again,
(09:19):
you have to remember the person that you're taking care
of and what they would want from you and how
to balance.
Speaker 2 (09:24):
That cool I'm talking to Sierah Morgan Geez Miss Maryland,
Corporate America. Let's talk about you and how people can
be a part of this because you have an inspirational
story or a small business owner Rose HR.
Speaker 1 (09:39):
You work a full.
Speaker 2 (09:40):
Time HR director's position with a nonprofit and then your
full time for the past fifteen years been a caregiver,
which you've incorporated into your company Rose HR. Now I
got to turn get more personal on money making Conversations
master class because you HR HR. That is why do people,
small business owners, entrepreneurs, major corporations got to do it? Okay,
(10:04):
why do small businesses and entrepreneurs do not understand the
value of HR human resources?
Speaker 3 (10:12):
You know, that's a great question that I don't understand
why they don't until they get in trouble, once they
get that lawsuit on their desk and they're like the
water could have shutters and you know HR people think
it's just hiring and firing, and know it goes into
personal development, coaching, leadership training, and you can't do it
all all on your own, although you might think that
(10:34):
you can. Sometimes the biggest success comes from reaching out
to others and using their talents to help you and
building that team for you to be successful. And so
when people are starting their business again, having that HR
person to help create an employee handbook. You can't just oh, yeah,
I know this person. We're going to start this company
and go from there. No, you need to have those
(10:56):
type of items such as policy procedures already defined, so
as you're hiring people, you're set in the stage of
what your expectations are, what your goals are, and how
they can help you continue to thrive to thrive in
your business HR.
Speaker 1 (11:09):
Why did you get into it? What drove you? What
you know?
Speaker 2 (11:13):
Like, my degree is a mathematics, my minors of sociology,
so I just had I was just a natural guy
with math and numbers with HR.
Speaker 1 (11:20):
Why are you in HR?
Speaker 3 (11:22):
I started HR just so I could help people. For me,
I get so much satisfaction. Although I do many areas
of HR. I get so much satisfaction with being able
to call someone to make that job offer and the
excitement that I hear on the other line, being able
to make a change in somebody's life, you know, hopefully
for elevation, maybe making more money to support their family,
(11:43):
and helping them towards their goals and dreams, and also
helping people from a personal level. My style of HR
is not just oh, you're coming to the principal's office
every time you come in. I want you to come
in and say hello. I want to if it's something
that I can help you out from a personal level,
then I'm going to do so. So just that drive
and being able to help people is really what drove
(12:03):
me to HR.
Speaker 2 (12:05):
Let's walk through the steps of the value of HR
and hiring the right people. And then I'm going to
share with some things that I did wrong so people
will not do what I did because of the fact
that I told you earlier before we got on the car.
Speaker 1 (12:21):
If you're a small business owner, listen to me. If
you're an entrepreneur, listen to me.
Speaker 2 (12:26):
Three people you got to have in your company before
you even say I want to open the doors. A lawyer,
an accountant, and an HR person. If you're not including
these three people in your budget, you're going to run
into a problem somewhere along the line. So you might
well not say you're planning for a mistake, but you're
(12:50):
planning for long term success. Am I correct when I
say that that is very accurate.
Speaker 3 (12:55):
I was just going to, you know, echo on that,
because again it's undervalued and people like, oh, oh, you know,
I can cut costs and I don't need those type
of people, but they are definitely keys to success. Just
like you have your skill in the and what your
business is offering. Let those people help support you and
guide you on your journey, because again that's what's going
(13:17):
to help you be more successful for sure.
Speaker 2 (13:20):
Let me ask you this, how you your person starting
a new company? Just was just doing random conversation. Now,
what steps will you tell or going by let's just
call the company. You have a bakery, you start a bakery,
how would you put out the word to get the
right person that you want to hire for the various
positions and lay out the way you're going to open
(13:46):
that door open that company?
Speaker 3 (13:47):
No, for sure. So if we're using bakery, for example,
and somebody came to me like, how can I recruit
for this position? I would tell them first and foremost, indeed,
that's one of the most popular places to find employees.
And then I'm a person that like the think outside
the box and be creative, So I will go to
the culinary schools or the baking schools and the career
services department and build a relationship with them for seniors
(14:10):
that are getting ready to graduate and giving them those
opportunities or internships. I don't want to say it's free
labor for internships, but yeah.
Speaker 1 (14:18):
But you're absolutely right.
Speaker 2 (14:20):
I in turn, when I was in college, it was
a great resume builder for me, and I would recommend
people to do that in the heartbeat.
Speaker 4 (14:27):
Please don't go anywhere. We'll be right back with more
money Making Conversations Masterclass. Welcome back to the Money Making
Conversations Masterclass hosted by Rashaan McDonald. Money Making Conversations Masterclass
continues online at Moneymakingconversations dot com and follow money Making
(14:50):
Conversations Masterclass on Facebook, Twitter, and Instagram.
Speaker 2 (14:55):
Now, when you're looking at a person that's trying to
build them up their strength, we talked about how happy
you are you are and hiring people. We're also kind
of drifting in that dark area when you got to
terminate a person. I would tell people you terminated a person,
you just really just finally acknowledging something they already know.
I don't think anybody's ever been terminated that didn't really
(15:17):
know they wasn't supposed to be terminated.
Speaker 3 (15:18):
I don't know, you'd be surprised. Some people act very surprised,
and you know you right, like, I'm confused, were we
living in the clouds or what? I don't understand, right,
That's what I'm saying.
Speaker 2 (15:37):
You know, you know what you're denial and so when
it happens, it's double denial, and then they make it
you feel bad like you've done something wrong. Now let's
talk about paying people the right salary. Where do we
go that we can look correctly. I'm just talking in
general to anybody's listening out there, any small business owner,
any entrepreneur who's trying to bring the right person on board, Well,
(16:00):
how do you get the right salary for people you're
trying to bring online?
Speaker 3 (16:03):
No for sure, now I know you don't want to
on board.
Speaker 1 (16:05):
Excuse me on board?
Speaker 3 (16:06):
No for sure, I get you. I know you don't
want to hear about it indeed again, but Indeed does
have a lot of different tools from when they started,
and they actually have a compensation tool where it will
show you for that specific job what other people are
hiring for. So the midpoint, well starting mid and maximum
for people in the area, Maybe how to design you
(16:28):
your job hoss, what to make the title so it
can be more attractive to those people as well as
a benefits component. It'll tell you what the top benefits are,
because a lot of people when they are thinking about salary,
that's all they think about. But it really is now
the total rewards package that you're designing for that person
that you want to hire. So it's salary. It's the
benefits that people have to pay and what you're offering
(16:51):
for one k PTO. All of those different things and
initiatives go into that package to make you a more
competitive employer. You have indeed that can provide that for
you as well as salary dot com and just looking
at other job posts and see what your competitors are offering,
you know, copy a little bit off of that and
might answer.
Speaker 1 (17:13):
Go ask you this.
Speaker 2 (17:16):
I'm always about trying to get advice on this show.
What advice you give to the woman who feels stuck
in her career? O? Man, Okay, we all get stuck.
I was stuck in my career because I didn't.
Speaker 1 (17:26):
Know because I wouldn't. You know, it's fear.
Speaker 2 (17:29):
Sometimes it's fear can make you stuck in your career too,
because you're afraid to make a change because you feel
that what can you get This opportunity you got to
learn something all over again?
Speaker 1 (17:39):
Is their future there?
Speaker 2 (17:40):
So what advice would you give to a person who
feels stuck in their career or life purpose?
Speaker 1 (17:47):
But those they're meant to do more?
Speaker 3 (17:49):
No for sure? And I know for people, change is hard.
It's hard in any type of setting. So the advice
that I would get to someone in that predicament is,
if you're really passionate about something, then you know, don't
fall victim to the emposter syndrome, which is basically self doubt. Yes,
we all do it, but that's something that is like
growth and disguise. So let's basically maximize on what we
(18:11):
can do. Sometimes you make it a not so be
prepared for the nose. But if it's something you really
want to do, keep driving at it and eventually someone
will say yes.
Speaker 2 (18:20):
Well, you know when you're talking about an HR, when
you look at your company, you have companies that are
the staffing companies, you have temporary companies, you have companies
out there. Like indeed, if I'm coming out of college,
what would you recommend for me to look at what
(18:42):
it be trying to put my application in the indeed,
trying to go to a staffing company or temporary department
agency or just go straight to the corporation or do
corporations allow you to put in applications like that anymore.
Speaker 3 (18:58):
Yeah, a lot of corporations don't allow direct contact with them.
So what I would suggest for someone is, even while
you're going through college is to start building up your resume.
You can also solicit the help of the career coach
at at your school. But once you had that resume,
it'll be easy for you to then funnel that to
an application and then yes, put it on indeed, put
it on LinkedIn. Think about your branding. I need to
(19:21):
be able to as an HR professional or recruiter to
be able to read your resume and your experiences and
understand what you're trying to do. And sometimes you know,
we might come out of college work in retail or
fast food, but we are applying for a some type
of leadership role, and people fail to realize those transferable skills,
the skills that you can use in any type of setting.
(19:43):
For instance, if I work in retail or fast food,
customer service, everybody knows how to deal with customer service,
dealing with the IRA customer in those industries, that could
be applied. And let's say you want to go into communications,
so you have to kind of put that swag on
what you are offering and then if something does does
not work out, I would say in three months, if
you're not able to find something, then you can also
(20:05):
solicit the help of a staff and agency because they
do offer a tempts to current positions as well.
Speaker 2 (20:11):
Right now, they's nonprofit because I don't wonder I'll be
remissed because I enjoyed talking to the nonprofits, you know,
especially when I'm hearing this current administration talking about cutting
a lot of funding to nonprofits, which means there are
grant programs that all corporations nonprofit corporation applied for.
Speaker 1 (20:29):
What exactly does your nonprofit do?
Speaker 2 (20:31):
Without naming the name so we can get a sense
of you're over in hr, you're about enhancing and moving
people's lives forward, your caregiver, what does your nonprofit do?
Speaker 3 (20:44):
My nonprofit they work with kids from kindergarten to twelve,
well to high school seniors and basically offer math and
literacy and art programs to help them better themselves. Because
a lot of people, and that's through let me back up,
through actors, fool programs, in summer programs, and so a
lot of students they have so many talents, but they
(21:05):
have no one to nurture those different talents. And so
my organization does work with the youth and try to
encourage them and make sure that from a mad literacy standpoint,
for instance, that they have what they need to keep
on being pushed through. I know it was some controversy
with Baltimore City back back when about pushing people through
and they weren't ready. So we try to help them
(21:27):
to the kids to make sure that they are ready
for next steps. And we do and also offer internships
to for the arts as well as summer programs. So
a lot of people come through and that's their first job.
Speaker 2 (21:38):
Well, it's good and so as you started to building
a legacy, this is the first time I'm sure the
listener to make just perfectly clear, Miss Corporate America and
she's Maryland.
Speaker 1 (21:48):
Miss Corporate America is beyond beauty. They wanted to make
sure that's emphasized. It's about a person, selfless person. She's
been doing caregiving for fifteen years.
Speaker 2 (21:58):
She is a director, y'all at a nonprofit another level
of giving. She has her own HR company show. She's
hiring people out there, giving them opportunity to move forward
their life.
Speaker 1 (22:08):
You a one hundred percent give, Yes, definitely.
Speaker 3 (22:12):
And you know what, you know what I forgot to add?
I forgotten?
Speaker 1 (22:16):
Oh yo, you better not have add nothing. I'mbout hang
up on you. I'm gonna hang up on you a number.
Speaker 2 (22:20):
Four because I'm gonna ask the good question where you
say number four go, I'm gonna go to the number four.
Speaker 1 (22:26):
I got a question for you, I will.
Speaker 3 (22:27):
Say, we'll say. It's part of what I do in
my spare time. I'm also a podcast host.
Speaker 1 (22:33):
Your podcast hot what's the name of your podcast?
Speaker 3 (22:34):
It's called The bottom Line is Okay?
Speaker 1 (22:37):
The bottom line is what?
Speaker 3 (22:39):
And that's what I end with. I always end with
the bottom line is and I summarize what we talked
about in the discussion. But the podcast is relatable topics
that you would talk about, let's say, over dinner with
your friends, whether it's relationships, dating, caregiving, your health, your job,
all types of different things. We talk about it and
air every Friday.
Speaker 2 (23:00):
So your podcast hosts, you're a caregiver, you're director of
HR at a nonprofit and your HR company, which means
that you're always looking at and promoting people's personal strengths.
How do you evaluate that when you hire a person? Because,
(23:21):
like I said, the last job, I was officially hired
for the corporate World's IBM, and I worked for them
for three years and then work for them full time
for three years, so it's like five and a half
to six years I worked for and so somebody saw
something in me and felt that I could grow to
be something special. What do you see when you hire
(23:42):
a person that what do you evaluate? Do you evaluate
them from a short term standpoint just fitting the need,
or do you look at something and say, this person
could really do some great things with this company. What
are I guess you could say, what are the values
you look for? Is it on paper or is it
the actual interview?
Speaker 3 (24:00):
For sure, I actually look at both. I see how
if I can determine that the person can one fit
into the culture, if they can fit into where the
company is going from a short term level a long
term level. But then also how they communicate during the interview.
People fail to realize eye contact is so important nowadays,
and unfortunately it's starting to go downhill with that. But
(24:21):
bringing that back because that shows how comfortable you are,
especially if let's say you're going for a leadership position.
I need to know that you can actually host the
conversation and communicate when you're out there and communicate what
your strengths are and sometimes what your weaknesses are, and
how what you're doing to combat that, because not everything
is perfect. So if you give me a negative, tell
(24:42):
me what that positive is and how you're making yourself better.
How are you keeping yourself engaged in, let's say, in
your industry and keeping up to date. There's you know,
and then as well as the values I mentioned, the
transferable skills, all of those different things I'm looking for,
and you know, the cliche question of where do you
see yourself in five years? To also make sure that
in five years they're a good fit for us, but.
Speaker 1 (25:05):
A good fit for us as we go.
Speaker 2 (25:07):
When you're reign as Miss Maryland, Corporate America is complete,
what legacy impact do you hope to leave behind, both
professionally and personally, Because we've already talked about personally, it's
no way she has a podcast. It's no way she's
a caregiver for the last fifteen years. It's no way
she has an old company where it's called rose HR.
It's no way that she's a full time HR person.
(25:29):
That I won't even bring up the personally part of
this conversation because personally we ain't gonna even go the
let's just stay professionally because you got that over locked
out miss Sierra Morgan, what's your legacy?
Speaker 3 (25:43):
I want my legacy to be you know that I
am a giver and that I am someone that will
go above and beyond for people and open those those
doors for people. So yes, I'm opening doors as I'm
sitting here today, but then continuously keeping them open and
encouraging people to give their best self, show up as
your best self, and believe in yourself and just know
(26:05):
that again you can do anything that you put your
mind to. And you know, just overall, to sum it
up as a legacy, my impact is you know, it's lasting,
but echo echoing what I stand for will last even longer.
Speaker 2 (26:20):
Wow again Maryland as a champion in you, not just
as a miscorporate America as a true champion. Thank you
for taking the time to come on my show. Now
on your nonprofit? Is it any way on your company?
Let's make sure we get that out, rose Hr. How
do we reach you on your website? Do you have
any social media handles? Let me make sure I get
(26:42):
in the show with that information.
Speaker 3 (26:43):
Yes, thank you, I appreciate that. So, Rosehr. It's www
dot Rosehr dot org. And a part of that is
going to be caregiving Compass Academy, So that'll be coming
hopefully in the next sixty days where we'll have those
caregiving coaching and then on on social media. I am
under at CE C T H E D I v A,
(27:05):
c C the Diva in regards to my podcast.
Speaker 5 (27:08):
And no ware you gonna throw Diva yet you too much.
Speaker 1 (27:21):
That's a whole different interview. That's a whole different interview.
C C the Diva.
Speaker 2 (27:28):
Get that that CE see the Diva handle a lot
there far as keep laughing and we'll be talking for
another thirty minutes.
Speaker 3 (27:35):
Now, So yeah, see the Diva and then also uh,
the caregiver Coach. And then my podcast is on Facebook, YouTube, Spotify, Apple,
and Amazon, so you can search you see the Diva
for it or the bottom line is so have a
lot of exciting things come in, so make sure you're
following me to stay tuned.
Speaker 2 (27:55):
Okay, thank you for coming on Money Making Conversation about
Stack Class. She's the twenty five Miss Maryland Corporate America.
Speaker 1 (28:03):
She is fantastic.
Speaker 2 (28:04):
She don't have to have for nothing else person but professionally.
She got her life on lockdown. She see the need
for has spoken y'all. Bye bye, thank you and I
hope to continue in the future.
Speaker 3 (28:15):
Okay, yes, thank you so much.
Speaker 2 (28:17):
Hey, that's all for money Making Conversation Mastering Class.
Speaker 1 (28:20):
Thank you.
Speaker 2 (28:21):
This has been another edition of Money Making Conversation Masterclass
posted by me Rashaun McDonald. Thank you to our guests
on the show today and thank you our listening to
the audience now. If you want to listen to any
episode I want to be a guest on the show,
visit Moneymaking Conversations dot com.
Speaker 1 (28:37):
Our social media handle is money Making Conversation.
Speaker 2 (28:40):
Join us next week and remember to always leave with
your gifts.
Speaker 1 (28:43):
Keep winning.
Welcome to the show.
Speaker 2 (00:06):
I'm Rashwan MacDonald, the host of Money Making Conversations Masterclass,
where we encourage people to stop reading other people's success
stories and.
Speaker 1 (00:14):
Start planning their own.
Speaker 2 (00:16):
Listen up as I interview entrepreneurs from around the country,
talk to celebrities and ask them how they are running
their companies, and speak with nonprofits who are making a
difference in their local communities. Now, sit back and listen
as we unlock the secrets to their success on Money
Making Conversations Masterclass. My guest is Miss Maryland Corporate America.
(00:38):
The honor celebrates business women beyond beauty. At Rose Hr Company,
they help organizations create employee wellness programs, flexible work policies,
and caregiving and support systems that enhance workplace wellbeing. This
empowers companies to build healthier, more productive workplaces while also
offering guidance to caregiving is balancing work and personal responsibility.
(01:03):
Please walk in the Money Making Conversation master Class, the
one and only. See Aerra Morgan.
Speaker 1 (01:08):
How you doing?
Speaker 3 (01:08):
See Err, I'm doing fine. Thank you so much for
the opportunity to be here.
Speaker 1 (01:12):
Well, first of all, you know, let's go through your schedule.
Speaker 2 (01:16):
You know, you've already been newly crowd. Yes, Miss Maryland
Corporate America. That's Corporate America. But let's talk about your life.
You have a company, the car Rose HR. Correct, that's
your company.
Speaker 1 (01:30):
What else do you do?
Speaker 3 (01:32):
I do a lot, so I wear many heads that
out like that.
Speaker 2 (01:37):
We're gonna get direct with you, miss Corporate America, Miss
Maryland Corporate America, because see, you're already an entrepreneur. Now
what else do you do?
Speaker 1 (01:44):
My friend?
Speaker 3 (01:46):
Yeah, so I'm also an HR executive currently for a nonprofit.
But I've worked in multiple industries.
Speaker 2 (01:51):
Okay, no, no, no, no, okay, I'm just writing all
this stuff down like you like I want to blow
pass off this stuff. Jesus, Oh, tell everybody she's an entrepreneur,
has an awn HR company called Rose Hr. She's almos
a full time HR person for nonprofit. That's two jobs
right there.
Speaker 3 (02:08):
Yeah, what else do you do? Number three would be
a caregiver and I've been doing that for fifteen plus years.
Speaker 1 (02:16):
Wow, congratulations on giving.
Speaker 2 (02:19):
Because I wanted people to hear your story because, let'
tell you, do these intros you've been doing all your life,
so it's part of your DNA. You know, you give
them in the morning, you know, how to get through
the process. Like some people drink coffee, you know they
have to have it. You're going through life, changing people's
lives and taking care of people's lives.
Speaker 1 (02:37):
Now, this honor that.
Speaker 2 (02:38):
You recently received Miss Maryland Corporate America, why did you
get involved with that? And their importance of promoting on
my show today because we're also going to get into
some other questions about HR that I feel my audience
needs to know.
Speaker 3 (02:52):
Yeah, no, for sure. And you know, one day I
was searching on social media and I came across this
ad and I said, I've never heard of this before,
and I decided to click on it and learn more
about it. And what I was trying to do in
the next move in my life and what I have
been doing supported the mission and values of Miss Corporate America,
and I felt that it was a good fit so
(03:13):
I could help to elevate my platform and then hopefully
touch more lives by getting my message across because, for example,
caregiving is just so underrated. I'm not talked about type
of topic.
Speaker 1 (03:25):
Now, let's talk about that.
Speaker 2 (03:26):
You know when you said caregiving, Because I'll be honest
with you, don't know exactly what you're talking about.
Speaker 1 (03:32):
So it's not now time for.
Speaker 2 (03:33):
Me to be educated by you because you've been doing
it for the past fifteen years, but that's been in
a personal space. You've been taking care of people that
you love, you care about now, but you're saying that's
another space that people should look at as far as
for opportunities as well as starting business opportunities as small
business entrepreneurs.
Speaker 1 (03:51):
Correct.
Speaker 3 (03:52):
Correct. And so what I did was I expanded my
HR consulting business to include caregiving coaching for family caregivers
because unfortunately, you can become a caregiver. I shouldn't say unfortunately, fortunately,
you can become a caregiver just like that overnight. And
when I became a caregiver, I didn't have anybody to
turn to you for resources or support, and I had
(04:14):
to figure it all out on my own. So I'm
hoping to kind of pass that knowledge along so people
don't make the same mistakes that I've made, and for
those that are not family caregivers just yet, helping them
to prepare for aging parents or taking care of anybody else,
whether it's permanent, temporary, or whatever the case may be.
Having those hard conversations.
Speaker 2 (04:34):
Well, you know, because I'm my moms who's passed away,
she had a caregiver. You know these and these are
people that you don't know anything about it, but then
they have to take care of the most precious thing
in your life, you know, a parent, and it's really
and then you have to like screen these people or
you might get a recommendation from these people and they
come in and you don't know what they're doing to
(04:57):
your relatives for that period that you're not there, but
you have to trust them. How what is the system?
Is there a system out there where you can background
check or their agencies let's talk about what you're doing
in the state of Maryland.
Speaker 3 (05:11):
No, for sure. And so for me, the caregivers that
I had for my loved ones are private duty caregivers,
meaning I pay them out of pocket and so far
as background checks, I did get some people word of
my mouth, of course, but then I also submit for
them to do a fingerprint at my own expense to
get that done or sometimes I reach out to agencies
(05:32):
who actually go through that and do the heavy work
and find people, but I do still interview them to
make sure that they are a good fit for my
needs and have an understanding of my loved one's needs,
because not everybody could deal with let's say, a person
with dementia, a person that can't walk. My great grandmother
couldn't walk. I had to lift her for the ten
out of the fifteen years that she was here. So,
(05:52):
you know, it's a lot that comes with it, and
it's definitely a financial sacrifice. But a lot of people
when they think of caregiving the home health age, they
think it's just basically getting the person up, but it's
more to that. It's the yes, the toileting, debating, the
medication reminders, taking them to the doctors. It's so many
things under that umbrella that people just just really don't
(06:14):
even know and don't talk about. And I feel I
empathize with people such as in that aging population that
don't have anybody to speak up for them. I just
don't know how, like if my grandmother didn't have me,
And I'm not a person that toots my own horn,
but I don't know how she could navigate all of
the different things, the curves and everything that comes out
with just living. You know, whether it's dealing with something
(06:37):
in her senior building, dealing with something with Medicare, Medicaid.
You know, the seniors, they can't they're not technology savvy,
you know, they don't have anybody to sit there and
talk with them. And then it's spam calls. It's just
so many things that the world now in twenty twenty
five has opened us up to and people need help,
and unfortunately they don't know where to go to get
that help.
Speaker 2 (06:58):
It's the first time I've had it, if you like
this about caregiving on my shelf. So a lot of
these questions I'm asking from a personal standpoint what I
saw happened to my mom before she passed away. My
nephew handled a predominant about of the care, but then
we also had to bring in a person through the
additional care. How do you deal with that emotion as
(07:20):
a caregiver, because when you calm into that lane, there's
usually as hospice stage. How do you emotionally deal with that?
Are the people who work in that world deal with it?
Speaker 3 (07:32):
No, for sure, And that's a great question. And that's
also something that people don't talk about. And you know,
we have to support and uplift each other and if
sometimes you can't get it from your family to always
support you, and a lot of caregivers are the only
ones in their family that's doing anything i e. Myself right,
And so definitely therapy having that self care because like
(07:54):
you said, it's not glamorous, and there does come a
point where you burn out and your emotions go high.
Sometimes you screams, you become out of character, and it's
just human nature and I want people to also know
that that's normal. But you know, you quickly you bring
yourself in because it's a lot you're dealing with. You're
dealing with your own life, you're dealing with the care
of somebody else's life. It's natural to just become overwhelmed.
(08:16):
But it's how you address it that matters. And you
have to realize that the person that you're taking care
of i e. A person with dementia, they don't know
exactly what they're doing and they don't realize it because
if they were here in full mind capacity, they would
want you to take care of themselves, you know, of yourself,
excuse me, and they would you know, want the best
(08:38):
for you. But obviously they're putting that situation that they
didn't choose to on their own and there are so
many different levels, but I would say to someone from
a quick standpoint, therapy and making sure that you still
take out time to do the things that you love
and you know understand that again you will be overwhelmed.
There will be some sleepless nights, there will be emotional
(08:58):
challenges that come with it, and if you have to
vent to someone, vent it's okay. Don't try to keep
all that bottled up, because when you do keep that
bottled up, or you make your life stop for someone else,
it doesn't come out very well. And we do call
that caregiver guilt as well, because we feel guilty for
putting our needs in front of our loved ones. But again,
(09:19):
you have to remember the person that you're taking care
of and what they would want from you and how
to balance.
Speaker 2 (09:24):
That cool I'm talking to Sierah Morgan Geez Miss Maryland,
Corporate America. Let's talk about you and how people can
be a part of this because you have an inspirational
story or a small business owner Rose HR.
Speaker 1 (09:39):
You work a full.
Speaker 2 (09:40):
Time HR director's position with a nonprofit and then your
full time for the past fifteen years been a caregiver,
which you've incorporated into your company Rose HR. Now I
got to turn get more personal on money making Conversations
master class because you HR HR. That is why do people,
small business owners, entrepreneurs, major corporations got to do it? Okay,
(10:04):
why do small businesses and entrepreneurs do not understand the
value of HR human resources?
Speaker 3 (10:12):
You know, that's a great question that I don't understand
why they don't until they get in trouble, once they
get that lawsuit on their desk and they're like the
water could have shutters and you know HR people think
it's just hiring and firing, and know it goes into
personal development, coaching, leadership training, and you can't do it
all all on your own, although you might think that
(10:34):
you can. Sometimes the biggest success comes from reaching out
to others and using their talents to help you and
building that team for you to be successful. And so
when people are starting their business again, having that HR
person to help create an employee handbook. You can't just oh, yeah,
I know this person. We're going to start this company
and go from there. No, you need to have those
(10:56):
type of items such as policy procedures already defined, so
as you're hiring people, you're set in the stage of
what your expectations are, what your goals are, and how
they can help you continue to thrive to thrive in
your business HR.
Speaker 1 (11:09):
Why did you get into it? What drove you? What
you know?
Speaker 2 (11:13):
Like, my degree is a mathematics, my minors of sociology,
so I just had I was just a natural guy
with math and numbers with HR.
Speaker 1 (11:20):
Why are you in HR?
Speaker 3 (11:22):
I started HR just so I could help people. For me,
I get so much satisfaction. Although I do many areas
of HR. I get so much satisfaction with being able
to call someone to make that job offer and the
excitement that I hear on the other line, being able
to make a change in somebody's life, you know, hopefully
for elevation, maybe making more money to support their family,
(11:43):
and helping them towards their goals and dreams, and also
helping people from a personal level. My style of HR
is not just oh, you're coming to the principal's office
every time you come in. I want you to come
in and say hello. I want to if it's something
that I can help you out from a personal level,
then I'm going to do so. So just that drive
and being able to help people is really what drove
(12:03):
me to HR.
Speaker 2 (12:05):
Let's walk through the steps of the value of HR
and hiring the right people. And then I'm going to
share with some things that I did wrong so people
will not do what I did because of the fact
that I told you earlier before we got on the car.
Speaker 1 (12:21):
If you're a small business owner, listen to me. If
you're an entrepreneur, listen to me.
Speaker 2 (12:26):
Three people you got to have in your company before
you even say I want to open the doors. A lawyer,
an accountant, and an HR person. If you're not including
these three people in your budget, you're going to run
into a problem somewhere along the line. So you might
well not say you're planning for a mistake, but you're
(12:50):
planning for long term success. Am I correct when I
say that that is very accurate.
Speaker 3 (12:55):
I was just going to, you know, echo on that,
because again it's undervalued and people like, oh, oh, you know,
I can cut costs and I don't need those type
of people, but they are definitely keys to success. Just
like you have your skill in the and what your
business is offering. Let those people help support you and
guide you on your journey, because again that's what's going
(13:17):
to help you be more successful for sure.
Speaker 2 (13:20):
Let me ask you this, how you your person starting
a new company? Just was just doing random conversation. Now,
what steps will you tell or going by let's just
call the company. You have a bakery, you start a bakery,
how would you put out the word to get the
right person that you want to hire for the various
positions and lay out the way you're going to open
(13:46):
that door open that company?
Speaker 3 (13:47):
No, for sure. So if we're using bakery, for example,
and somebody came to me like, how can I recruit
for this position? I would tell them first and foremost, indeed,
that's one of the most popular places to find employees.
And then I'm a person that like the think outside
the box and be creative, So I will go to
the culinary schools or the baking schools and the career
services department and build a relationship with them for seniors
(14:10):
that are getting ready to graduate and giving them those
opportunities or internships. I don't want to say it's free
labor for internships, but yeah.
Speaker 1 (14:18):
But you're absolutely right.
Speaker 2 (14:20):
I in turn, when I was in college, it was
a great resume builder for me, and I would recommend
people to do that in the heartbeat.
Speaker 4 (14:27):
Please don't go anywhere. We'll be right back with more
money Making Conversations Masterclass. Welcome back to the Money Making
Conversations Masterclass hosted by Rashaan McDonald. Money Making Conversations Masterclass
continues online at Moneymakingconversations dot com and follow money Making
(14:50):
Conversations Masterclass on Facebook, Twitter, and Instagram.
Speaker 2 (14:55):
Now, when you're looking at a person that's trying to
build them up their strength, we talked about how happy
you are you are and hiring people. We're also kind
of drifting in that dark area when you got to
terminate a person. I would tell people you terminated a person,
you just really just finally acknowledging something they already know.
I don't think anybody's ever been terminated that didn't really
(15:17):
know they wasn't supposed to be terminated.
Speaker 3 (15:18):
I don't know, you'd be surprised. Some people act very surprised,
and you know you right, like, I'm confused, were we
living in the clouds or what? I don't understand, right,
That's what I'm saying.
Speaker 2 (15:37):
You know, you know what you're denial and so when
it happens, it's double denial, and then they make it
you feel bad like you've done something wrong. Now let's
talk about paying people the right salary. Where do we
go that we can look correctly. I'm just talking in
general to anybody's listening out there, any small business owner,
any entrepreneur who's trying to bring the right person on board, Well,
(16:00):
how do you get the right salary for people you're
trying to bring online?
Speaker 3 (16:03):
No for sure, now I know you don't want to
on board.
Speaker 1 (16:05):
Excuse me on board?
Speaker 3 (16:06):
No for sure, I get you. I know you don't
want to hear about it indeed again, but Indeed does
have a lot of different tools from when they started,
and they actually have a compensation tool where it will
show you for that specific job what other people are
hiring for. So the midpoint, well starting mid and maximum
for people in the area, Maybe how to design you
(16:28):
your job hoss, what to make the title so it
can be more attractive to those people as well as
a benefits component. It'll tell you what the top benefits are,
because a lot of people when they are thinking about salary,
that's all they think about. But it really is now
the total rewards package that you're designing for that person
that you want to hire. So it's salary. It's the
benefits that people have to pay and what you're offering
(16:51):
for one k PTO. All of those different things and
initiatives go into that package to make you a more
competitive employer. You have indeed that can provide that for
you as well as salary dot com and just looking
at other job posts and see what your competitors are offering,
you know, copy a little bit off of that and
might answer.
Speaker 1 (17:13):
Go ask you this.
Speaker 2 (17:16):
I'm always about trying to get advice on this show.
What advice you give to the woman who feels stuck
in her career? O? Man, Okay, we all get stuck.
I was stuck in my career because I didn't.
Speaker 1 (17:26):
Know because I wouldn't. You know, it's fear.
Speaker 2 (17:29):
Sometimes it's fear can make you stuck in your career too,
because you're afraid to make a change because you feel
that what can you get This opportunity you got to
learn something all over again?
Speaker 1 (17:39):
Is their future there?
Speaker 2 (17:40):
So what advice would you give to a person who
feels stuck in their career or life purpose?
Speaker 1 (17:47):
But those they're meant to do more?
Speaker 3 (17:49):
No for sure? And I know for people, change is hard.
It's hard in any type of setting. So the advice
that I would get to someone in that predicament is,
if you're really passionate about something, then you know, don't
fall victim to the emposter syndrome, which is basically self doubt. Yes,
we all do it, but that's something that is like
growth and disguise. So let's basically maximize on what we
(18:11):
can do. Sometimes you make it a not so be
prepared for the nose. But if it's something you really
want to do, keep driving at it and eventually someone
will say yes.
Speaker 2 (18:20):
Well, you know when you're talking about an HR, when
you look at your company, you have companies that are
the staffing companies, you have temporary companies, you have companies
out there. Like indeed, if I'm coming out of college,
what would you recommend for me to look at what
(18:42):
it be trying to put my application in the indeed,
trying to go to a staffing company or temporary department
agency or just go straight to the corporation or do
corporations allow you to put in applications like that anymore.
Speaker 3 (18:58):
Yeah, a lot of corporations don't allow direct contact with them.
So what I would suggest for someone is, even while
you're going through college is to start building up your resume.
You can also solicit the help of the career coach
at at your school. But once you had that resume,
it'll be easy for you to then funnel that to
an application and then yes, put it on indeed, put
it on LinkedIn. Think about your branding. I need to
(19:21):
be able to as an HR professional or recruiter to
be able to read your resume and your experiences and
understand what you're trying to do. And sometimes you know,
we might come out of college work in retail or
fast food, but we are applying for a some type
of leadership role, and people fail to realize those transferable skills,
the skills that you can use in any type of setting.
(19:43):
For instance, if I work in retail or fast food,
customer service, everybody knows how to deal with customer service,
dealing with the IRA customer in those industries, that could
be applied. And let's say you want to go into communications,
so you have to kind of put that swag on
what you are offering and then if something does does
not work out, I would say in three months, if
you're not able to find something, then you can also
(20:05):
solicit the help of a staff and agency because they
do offer a tempts to current positions as well.
Speaker 2 (20:11):
Right now, they's nonprofit because I don't wonder I'll be
remissed because I enjoyed talking to the nonprofits, you know,
especially when I'm hearing this current administration talking about cutting
a lot of funding to nonprofits, which means there are
grant programs that all corporations nonprofit corporation applied for.
Speaker 1 (20:29):
What exactly does your nonprofit do?
Speaker 2 (20:31):
Without naming the name so we can get a sense
of you're over in hr, you're about enhancing and moving
people's lives forward, your caregiver, what does your nonprofit do?
Speaker 3 (20:44):
My nonprofit they work with kids from kindergarten to twelve,
well to high school seniors and basically offer math and
literacy and art programs to help them better themselves. Because
a lot of people, and that's through let me back up,
through actors, fool programs, in summer programs, and so a
lot of students they have so many talents, but they
(21:05):
have no one to nurture those different talents. And so
my organization does work with the youth and try to
encourage them and make sure that from a mad literacy standpoint,
for instance, that they have what they need to keep
on being pushed through. I know it was some controversy
with Baltimore City back back when about pushing people through
and they weren't ready. So we try to help them
(21:27):
to the kids to make sure that they are ready
for next steps. And we do and also offer internships
to for the arts as well as summer programs. So
a lot of people come through and that's their first job.
Speaker 2 (21:38):
Well, it's good and so as you started to building
a legacy, this is the first time I'm sure the
listener to make just perfectly clear, Miss Corporate America and
she's Maryland.
Speaker 1 (21:48):
Miss Corporate America is beyond beauty. They wanted to make
sure that's emphasized. It's about a person, selfless person. She's
been doing caregiving for fifteen years.
Speaker 2 (21:58):
She is a director, y'all at a nonprofit another level
of giving. She has her own HR company show. She's
hiring people out there, giving them opportunity to move forward
their life.
Speaker 1 (22:08):
You a one hundred percent give, Yes, definitely.
Speaker 3 (22:12):
And you know what, you know what I forgot to add?
I forgotten?
Speaker 1 (22:16):
Oh yo, you better not have add nothing. I'mbout hang
up on you. I'm gonna hang up on you a number.
Speaker 2 (22:20):
Four because I'm gonna ask the good question where you
say number four go, I'm gonna go to the number four.
Speaker 1 (22:26):
I got a question for you, I will.
Speaker 3 (22:27):
Say, we'll say. It's part of what I do in
my spare time. I'm also a podcast host.
Speaker 1 (22:33):
Your podcast hot what's the name of your podcast?
Speaker 3 (22:34):
It's called The bottom Line is Okay?
Speaker 1 (22:37):
The bottom line is what?
Speaker 3 (22:39):
And that's what I end with. I always end with
the bottom line is and I summarize what we talked
about in the discussion. But the podcast is relatable topics
that you would talk about, let's say, over dinner with
your friends, whether it's relationships, dating, caregiving, your health, your job,
all types of different things. We talk about it and
air every Friday.
Speaker 2 (23:00):
So your podcast hosts, you're a caregiver, you're director of
HR at a nonprofit and your HR company, which means
that you're always looking at and promoting people's personal strengths.
How do you evaluate that when you hire a person? Because,
(23:21):
like I said, the last job, I was officially hired
for the corporate World's IBM, and I worked for them
for three years and then work for them full time
for three years, so it's like five and a half
to six years I worked for and so somebody saw
something in me and felt that I could grow to
be something special. What do you see when you hire
(23:42):
a person that what do you evaluate? Do you evaluate
them from a short term standpoint just fitting the need,
or do you look at something and say, this person
could really do some great things with this company. What
are I guess you could say, what are the values
you look for? Is it on paper or is it
the actual interview?
Speaker 3 (24:00):
For sure, I actually look at both. I see how
if I can determine that the person can one fit
into the culture, if they can fit into where the
company is going from a short term level a long
term level. But then also how they communicate during the interview.
People fail to realize eye contact is so important nowadays,
and unfortunately it's starting to go downhill with that. But
(24:21):
bringing that back because that shows how comfortable you are,
especially if let's say you're going for a leadership position.
I need to know that you can actually host the
conversation and communicate when you're out there and communicate what
your strengths are and sometimes what your weaknesses are, and
how what you're doing to combat that, because not everything
is perfect. So if you give me a negative, tell
(24:42):
me what that positive is and how you're making yourself better.
How are you keeping yourself engaged in, let's say, in
your industry and keeping up to date. There's you know,
and then as well as the values I mentioned, the
transferable skills, all of those different things I'm looking for,
and you know, the cliche question of where do you
see yourself in five years? To also make sure that
in five years they're a good fit for us, but.
Speaker 1 (25:05):
A good fit for us as we go.
Speaker 2 (25:07):
When you're reign as Miss Maryland, Corporate America is complete,
what legacy impact do you hope to leave behind, both
professionally and personally, Because we've already talked about personally, it's
no way she has a podcast. It's no way she's
a caregiver for the last fifteen years. It's no way
she has an old company where it's called rose HR.
It's no way that she's a full time HR person.
(25:29):
That I won't even bring up the personally part of
this conversation because personally we ain't gonna even go the
let's just stay professionally because you got that over locked
out miss Sierra Morgan, what's your legacy?
Speaker 3 (25:43):
I want my legacy to be you know that I
am a giver and that I am someone that will
go above and beyond for people and open those those
doors for people. So yes, I'm opening doors as I'm
sitting here today, but then continuously keeping them open and
encouraging people to give their best self, show up as
your best self, and believe in yourself and just know
(26:05):
that again you can do anything that you put your
mind to. And you know, just overall, to sum it
up as a legacy, my impact is you know, it's lasting,
but echo echoing what I stand for will last even longer.
Speaker 2 (26:20):
Wow again Maryland as a champion in you, not just
as a miscorporate America as a true champion. Thank you
for taking the time to come on my show. Now
on your nonprofit? Is it any way on your company?
Let's make sure we get that out, rose Hr. How
do we reach you on your website? Do you have
any social media handles? Let me make sure I get
(26:42):
in the show with that information.
Speaker 3 (26:43):
Yes, thank you, I appreciate that. So, Rosehr. It's www
dot Rosehr dot org. And a part of that is
going to be caregiving Compass Academy, So that'll be coming
hopefully in the next sixty days where we'll have those
caregiving coaching and then on on social media. I am
under at CE C T H E D I v A,
(27:05):
c C the Diva in regards to my podcast.
Speaker 5 (27:08):
And no ware you gonna throw Diva yet you too much.
Speaker 1 (27:21):
That's a whole different interview. That's a whole different interview.
C C the Diva.
Speaker 2 (27:28):
Get that that CE see the Diva handle a lot
there far as keep laughing and we'll be talking for
another thirty minutes.
Speaker 3 (27:35):
Now, So yeah, see the Diva and then also uh,
the caregiver Coach. And then my podcast is on Facebook, YouTube, Spotify, Apple,
and Amazon, so you can search you see the Diva
for it or the bottom line is so have a
lot of exciting things come in, so make sure you're
following me to stay tuned.
Speaker 2 (27:55):
Okay, thank you for coming on Money Making Conversation about
Stack Class. She's the twenty five Miss Maryland Corporate America.
Speaker 1 (28:03):
She is fantastic.
Speaker 2 (28:04):
She don't have to have for nothing else person but professionally.
She got her life on lockdown. She see the need
for has spoken y'all. Bye bye, thank you and I
hope to continue in the future.
Speaker 3 (28:15):
Okay, yes, thank you so much.
Speaker 2 (28:17):
Hey, that's all for money Making Conversation Mastering Class.
Speaker 1 (28:20):
Thank you.
Speaker 2 (28:21):
This has been another edition of Money Making Conversation Masterclass
posted by me Rashaun McDonald. Thank you to our guests
on the show today and thank you our listening to
the audience now. If you want to listen to any
episode I want to be a guest on the show,
visit Moneymaking Conversations dot com.
Speaker 1 (28:37):
Our social media handle is money Making Conversation.
Speaker 2 (28:40):
Join us next week and remember to always leave with
your gifts.
Speaker 1 (28:43):
Keep winning.
Popular Podcasts
24/7 News: The Latest
The latest news in 4 minutes updated every hour, every day.
Therapy Gecko
An unlicensed lizard psychologist travels the universe talking to strangers about absolutely nothing. TO CALL THE GECKO: follow me on https://www.twitch.tv/lyleforever to get a notification for when I am taking calls. I am usually live Mondays, Wednesdays, and Fridays but lately a lot of other times too. I am a gecko.
The Joe Rogan Experience
The official podcast of comedian Joe Rogan.