Guerrilla HR

I'm sitting down with Sandra Coker, founder and CEO of Human Power Solutions and author of People Profit. Together, they dive into the critical role of employee development within the total rewards framework and discuss why traditional leadership often fails to retain top talent. Sandra shares her "boots on the ground" philosophy, arguing that leadership isn't just about style—it's about truly hearing employees and fixing broken processes that lead to "first-aid employees" walking out the door.

We dive into the shifting landscape of the 2026 workplace. While recent reports show that fewer employees are planning to leave their organizations, only a fraction actually feel energized by their work.I'm joined by Dr. David Shar, a consultant and University of Maryland researcher who specializes in why people fall out of love with their careers and how to rekindle that passion. David shares his non-traditional journey from running a Baltimore ice cream shop—where a "trivial" job provided deep meaning for his crew—to researching the systemic causes of employee stagnation.Key topics in this conversation include:The Catalyst for Passion: How an ice cream shop manager learned that work can be a "happy place" even amidst personal tragedy.The Reality of Burnout: Why burnout isn't just about overwork, but rather the accumulation of "dirty glasses"—the bureaucracy, red tape, and interpersonal conflicts that block a state of flow.Nice vs. Kind: Why effective leadership requires "bucket filling" and the courage to give tough, honest feedback rather than performative politeness.Thermostats vs. Thermometers: A simple mental shift you can use in the next 24 hours to set a better temperature for your workplace culture.Stick around until the end to hear David’s most controversial take yet—it has nothing to do with HR and everything to do with pizza.

"Forced fun is never fun." In this episode of the Guerrilla HR Podcast, host Becky sits down with Dr. Mickey Fitch-Collins, whose career path is anything but ordinary. From being the youngest professional bass fisherman in the U.S. to reaching the C-suite in higher education, Mickey explains why she walked away from it all to focus on the future of Learning and Development (L&D). We dive into the "Great Discernment" and why 73% of employees are staying at their jobs despite only 67% feeling energized. Mickey breaks down the "push-pull" nightmare of middle management, the isolation that leads to burnout, and why most AI integration is currently failing in the workplace. What you’ll learn in this episode:The Death of "Forced Fun": Why traditional L&D feels like "paid-for offense" and how to make it authentic. The Middle Manager Crisis: Why organizations are "trimming the fat" and why that’s a massive mistake for success. Problem-First AI: Stop buying licenses and start identifying the actual problems you are trying to solve. The 24-Hour Rule: One simple step you can take today to take the driver's seat of your own career. Human Skills vs. AI: Why critical thinking and decision-making are the most valuable "water wings" in the deep end of tech. Stop waiting for your company to pick your path. It’s time to build a professional development plan that actually belongs to you.

We're tackling the sobering reality of financial stability in 2026. Opening with data from the Bank of America Institute and Bankrate, Becky highlights that nearly a quarter of households are living paycheck to paycheck, with pessimism about the economic future reaching new highs. Becky is joined by Brenton Harrison, a certified financial planner and founder of New Money, New Problems, to discuss how individuals can take control of their financial narratives. The conversation explores:Financial Psychology: Understanding the personal fears and "awareness pieces" that prevent people from checking their balances. The Foundational Pillars: Why every financial plan must include layered emergency reserves and a balance between saving for the future and meeting today's needs. Leveraging Debt: Differentiating between "terrible" revolving credit card debt and leveraged debt like student or car loans. Accessible Resources: How to find free, competent advice through community centers, local libraries, and often-overlooked employer benefits. The episode concludes with a passionate look at the ALICE population (Asset Limited, Income Constrained, Employed). Becky challenges the "minimum wage skills" myth, arguing that financial success isn't just about individual education, but requires systemic policy changes in housing, childcare, and transportation.

In this episode of the Guerrilla HR podcast, Becky is joined by Traci Austin, Chief Strategy Consultant and owner of Elevated Talent Consulting. Together, they explore the evolving landscape of the workforce—specifically the rise of "new collar" jobs—and how organizations can identify and develop leadership potential in traditionally overlooked roles.Key Discussion Points*The Rise of "New Collar" Jobs: Understanding the shift toward roles where specialized skills, certifications, and experience are prioritized over traditional four-year degrees.*Defining Culture: A look at culture as the sum of behaviors that an organization chooses to allow or not allow.*The Power of Language in Leadership: How shifting your phrasing—such as offering an "opportunity to dig into a project" rather than just "letting someone take it on"—can significantly impact team motivation.*Building Self-Awareness & Trust: Why leaders must seek honest feedback from peers and create safe spaces where employees trust that their transparency won't be used against them later.*"Stop Bitching, Start Pitching": Re-framing every complaint as a "poorly worded request" and using a problem-solving framework to empower employees to influence change.*Developing Emerging Leaders: Practical strategies for growing talent, including:*Buddy Programs: Pairing high-potential employees with new hires to build influence without formal authority.*Cross-Functional Project Teams: Using projects to test leadership skills in a "low bar, high ceiling" environment.*Teaching Critical Thinking: Encouraging teams to make decisions at the highest level possible while considering unintended consequences.

Becky is joined by Joni Hough, owner of Rise Up Consignments, to discuss how to dress for interviews in a changing workplace landscape. From "size-inclusive" professional wear to the nuances of tech vs. corporate attire, Joni shares expert advice on how to look your best without breaking the bank. The duo also covers the do's and don'ts of accessories, makeup, and even how to dress for your professional headshots.The "One Step Above" Rule: When researching a company's culture, aim for a formality level just one step above what employees typically wear on a daily basis for your interview.Industry-Specific Styling: * Finance/Legal: Stick to conservative colors like black, navy, tan, or charcoal with classic pinstripe suits.Tech: Opt for dark jeans paired with a nice blouse and flat, closed-toed shoes.Creative Fields: Use pops of color and separates to show personality while remaining professional.The Power of Consignment: Professional consignment shops offer high-quality, "size-inclusive" (XS to 5X) clothing at roughly 40% to 50% of retail prices.Avoiding Distractions: Avoid "jingle-jingle" accessories like loud bangle bracelets or overboard makeup that might distract an interviewer from your skills.Headshot Tips: For professional photos, stick to solid colors. Avoid prints and stripes, as they do not photograph well and make editing difficult.

In this episode of the Guerrilla HR podcast, host Becky Drozdz sits down with Barry Wolfe, founder of Argos HR Solutions and author of It's All in Your Head. They challenge traditional HR "doom and gloom" by discussing why psychology-based tools often fail employees and why leadership should focus on "nouns" (deliverables) rather than "verbs" (tasks). From driving forklifts at thirteen to serving as a VP of HR, Barry shares how a "value-centric" approach can bridge the gap between corporate vision and the reality of the night shift. The "No-Asshole" Rule for New Grads: Becky shares her recent advice to students at the University of South Carolina, Lancaster: the most important core competency is simply not being a jerk. This applies to teamwork, communication, and basic respect. The Homogeneity Myth: Corporate leaders often view their organization as one uniform culture, but the reality on the ground—especially at different sites or on the night shift—is often completely different. Culture Happens at the Frontline: A company’s true culture isn't what is written on a mission statement; it is decided by frontline supervisors through their daily interactions with employees. Defining Value-Centric Leadership:Focus on Nouns, Not Verbs: Organizations shouldn't pay people just to "do" things (verbs); they should pay for "results" or "deliverables" (nouns). The Universal Question: Every employee wants to know: "What do I have to do to get a raise around here?" Value-centric leadership provides a clear, data-driven answer to that question for every role, not just sales. The "Overhead" Trap: Barry illustrates value through the example of a dental receptionist. By focusing on the billable value of filling cancellations rather than just "answering phones," a role traditionally seen as overhead becomes a critical driver of revenue. Skepticism of Personality Tests: Barry discusses research suggesting that many popular HR tools, such as personality testing and competency modeling, lack the scientific backing to truly predict performance. Book: It’s All in Your Head: Why Psychology Doesn’t Help Your Employees Deliver Value and What Can by Barry Wolfe Book: Chasing Stars: The Myth of Talent and the Portability of Performance by Boris Groysberg Website: Argos HR

In this episode of the Guerrilla HR Podcast, Becky Drozdz is joined by IDEA (Inclusion, Diversity, Equity, and Accessibility) expert Michael Bach to challenge traditional approaches to diversity work. Michael explains why moving from a "social justice" or "moral" justification to a data-driven business case is the key to making organizational change truly "sticky". From the massive costs of employee turnover to opening new customer markets, this conversation highlights why IDEA is not just a "nice-to-have" but a core business strategy for 2026.2026 Financial Outlook: Becky discusses the 2.8% Social Security COLA adjustment for 2026 and how it differs from the 3.5%–4% salary increases currently seen in cost-of-labor data.The Problem with "The Right Thing to Do": Michael discusses why the moral imperative often fails in the corporate world and how to align IDEA with shareholder value and CEO priorities.The Talent Pillar: How a commitment to IDEA impacts recruitment and retention, noting that 75% of employees would stay at a company because of its IDEA commitments.The High Cost of Inequity: A look at the real dollar cost of replacing employees (50%–300% of a salary) and the economic impact of the gender wage gap.Starting from Scratch: Michael’s "North Star" advice for organizations: build a rock-solid, 2-to-3-page business case that speaks your company's specific financial and strategic language.Practical Resources: An overview of Michael's books, Birds of All Feathers and Alphabet Soup, designed as practical how-to manuals for small-to-medium enterprises.A "COVID Baby" Biography: The story behind Michael's biography of RuPaul's Drag Race winner Evie Oddly, All About Evie: Into the Oddity."Oh My God, Becky" Segment: Becky clarifies the distinction between "market rate" and a "living wage," expressing the need for a country where 40 hours of work consistently meets basic needs.Books by Michael Bach:Birds of All Feathers: Doing Diversity and Inclusion Right Alphabet Soup: The Essential Guide to LGBTQ2+ Inclusion at Work All About Yvie: Into the Oddity (Co-written with Evie Oddly) Guest Website: michaelbach.com Social Media: @themichaelbach on all platforms

While many professionals are familiar with the "5 Love Languages," applying these concepts to a professional setting is a game-changer for retention and culture. In this episode of the Guerrilla HR Podcast, Becky Drozdz sits down with Dr. Paul White to discuss how managers can move beyond vague "good job" emails and connect with their teams on a deeper level. From navigating appreciation in a remote world to understanding generational differences in communication, Dr. White provides actionable tactics for HR leaders and business owners to build more connected, loyal workplaces.The Transition from Love to Work: Dr. Paul White shares the origin story of how a "disastrous" family business succession plan led to his collaboration with Dr. Gary Chapman.The 5 Languages Defined: A breakdown of the five languages—Words of Affirmation, Quality Time, Acts of Service, Tangible Gifts, and Physical Touch—and how their application differs in a professional context.The "Good Job" Trap: Why vague praise often falls flat and the research-backed model for giving meaningful, specific affirmation.Generational Shifts in Appreciation: Why older employees value focused time with supervisors while younger workers (Gen Z) often prioritize connection with their peers.Acts of Service & Remote Work: Practical ways to support colleagues who are miles away, including "proactive checking in" and freeing up resources for time-sensitive projects.The Impact on Retention: Exploring the statistic that 79% of people who quit cite a lack of appreciation as a primary reason for leaving.Becky’s "Oh My God, Becky" Segment: A concluding discussion on advocating for yourself with market data and the importance of respectful communication with employers regarding compensation.

Becky Drozdz sits down with Anu Jassal, owner and president of TeamLogic IT, to tackle one of the most pressing issues facing organizations today: data security. From rising benefits costs to the growing threat of cyberattacks, Becky and Anu explore how employers can safeguard sensitive information while supporting their workforce.💡 Key insights you’ll hear:Why rising benefits costs demand smarter broker relationships and creative plan designHow small businesses can protect themselves against data breaches without big IT budgetsThe importance of layered defenses: strong passwords, multi-factor authentication, firewalls, and email filteringWhy phishing simulations build “muscle memory” and help employees spot suspicious activityThe growing sophistication of scams—from impersonation emails to AI-powered fraud—and how to stay vigilantPractical steps for secure file sharing and role-based access to sensitive informationThis episode blends HR strategy with IT expertise, offering actionable advice for leaders who want to protect both their people and their data in an increasingly digital workplace.

Becky Drozdz welcomes Jessica Arellano—strategic HR leader and retired U.S. Marine—to explore the parallels and differences between military and civilian human resources. Jessica shares her 20-year journey in the Marine Corps, where she managed HR functions like benefits, performance management, and succession planning, and how those experiences translate into today’s corporate world.💡 Key takeaways:Why nearly 90% of U.S. employees worry about covering basic monthly expenses—and what employers can do to helpHow HR in the military mirrors corporate HR, from recruiting to performance managementThe structured promotion and succession systems of the armed forcesThe challenges veterans face when transitioning to civilian careers—and the transferable leadership skills they bringPractical advice for service members preparing to exit the military, including networking, mentorship, and leveraging nonprofit resources

In this episode of Guerrilla HR, Becky Drozdz sits down with Bill Kasko, President and CEO of Frontline Source Group, to unpack the evolving world of recruiting and staffing. From the days of fax machines to the rise of LinkedIn, Bill shares how technology, recessions, and the Great Resignation have reshaped the balance of power between employers and employees.💡 Key insights you’ll hear:Why free speech at work isn’t as simple as the First AmendmentHow Bill’s unexpected journey from tech to staffing shaped his perspectiveThe impact of the Great Resignation on compensation and retentionWhy today’s “tight market” is driven by fear as much as opportunityHow platforms like LinkedIn have become essential for both job seekers and employersThis candid conversation blends Becky’s HR expertise with Bill’s recruiting experience, offering practical takeaways for leaders, employees, and anyone navigating the modern labor market.

Becky Drozdz tackles the emotional weight of a divided world and pivots toward personal agency, starting with your paycheck. After a heartfelt reflection on legacy and how we show up in the world, Becky dives into the wage gap debate, busts myths about gender and negotiation, and delivers a no-nonsense guide to asking for a raise.💡 What you'll learn:Why your employer doesn’t care why you want a raise—and what they do care aboutHow to shift from personal need to professional value in your askThe power of a “Yay Me” folder and how to build oneWhat market data to trust (and what to avoid)How to handle rejection and turn it into a growth opportunityWhether you're early in your career or a seasoned pro, this episode will help you advocate for yourself with clarity, confidence, and strategy.🔗 Subscribe, share, and send Becky your questions—she’s ready to tackle them in future episodes.

Becky dives into the latest CEO compensation data and the jaw-dropping gap between executive pay and employee wages. But that’s just the warm-up. From the myth of the “shit sandwich” feedback model to the emotional toll of toxic coworkers, Becky lays out a clear, practical framework for accountability in the workplace. Whether you’re a new manager, a seasoned HR pro, or just tired of eye rolls and sighs in the break room, this episode delivers real talk, actionable advice, and a few spicy TikTok comments to boot.Key Topics Covered:📊 AP CEO Compensation Survey: $17.1M median pay vs. $85K employee median📉 The 1.7% raise reality for workers—and what it says about corporate priorities🧠 Accountability defined: obligation vs. willingness to own your actions🧍‍♀️ Job hugging, the great stay, and fear-based workplace cultures🧃 Why the “shit sandwich” feedback model fails—and what to do instead🧑‍🤝‍🧑 Behavioral accountability: eye rolls, sighs, and toxic team dynamics🧾 Performance management tips: clarity, timeliness, and dignity🏈 Becky’s football analogy: spitting, refs, and workplace civility💬 TikTok comment of the week: “Nonprofits don’t choose where they pay”—Becky’s rebuttal💡 Favorite coaching phrases: “What does success look like?” and “What do you need from me?”

Becky sits down with Dr. Crystal Maxwell; family physician, entrepreneur, and founder of Light Family Wellness, to unpack the real cost of traditional healthcare and introduce a smarter, more human alternative: direct primary care. From predictable pricing and same-day access to personalized treatment without insurance interference, Dr. Maxwell explains how DPC works, why it’s affordable, and how it’s transforming care for individuals and small businesses alike. Plus, Becky shares a viral TikTok comment that sparks a myth-busting moment about menstrual cycles and workplace empathy.Key Topics Covered:🏥 What is direct primary care (DPC) and how it differs from concierge medicine💸 The real cost of traditional insurance: premiums, deductibles, and unpredictable billing📊 KFF data on 2024 insurance premiums and why small businesses struggle to offer coverage📞 How DPC offers flat-fee care, direct access to physicians, and same-day appointments💊 In-house labs and pharmacy: transparent pricing and no surprise bills🧑‍💼 Flexible employer options: covering employees, contractors, and even families🧠 Mental health, patient trust, and the emotional toll of delayed care🩺 Why DPC is a win-win for employers and employees—and how to get started🧴 Bonus: Dr. Maxwell’s skincare secrets and vampire-level glow (future episode tease)🩸 TikTok myth-busting: menstrual cycles are not “like clockwork”—and why workplace empathy mattersQuote to Highlight:"Delayed care increases healthcare costs—and it increases your anxiety." — Dr. Crystal MaxwellResources Mentioned:Light Family WellnessReginfo.gov for legislative updatesYouthRules.gov for child labor law clarityContact: [email protected] | Text: 704-594-1140

Becky dives into the uncomfortable truths that shape our workplaces—from child labor violations in poultry plants to the emotional toll of pretending everything’s fine. With her signature mix of humor, honesty, and coaching clarity, Becky walks us through the “ugly truths” managers and employees need to hear. Whether it’s learning to say no, setting boundaries, or fixing your Zoom face mid-meeting, this episode is a masterclass in emotional intelligence and HR strategy. Plus, a shoutout to youthrules.gov and a classic quote from Becky’s dad: “Like birth control, hope is not a method.Key Topics Covered:⚖️ Child labor violations and the importance of youthrules.gov🧠 Coaching insights: emotional honesty, boundaries, and strategic calm📋 Becky’s curated list of “ugly truths” from workplace advice columns💬 Why policies don’t fix people problems—and what does🧃 The snack story: owning your power, even in the break room🧑‍🤝‍🧑 Outgrowing relationships and choosing growth over gossip💸 Compensation truths: pay people what they’re worth or lose them🧭 “Hope is not a method”—actionable advice for stuck professionals

Becky kicks off this episode of the Guerrilla HR Podcast with a sweaty gym anecdote that leads into a powerful conversation about workplace burnout—specifically a rising phenomenon called “quiet cracking.” From Rhode Island’s new menopause accommodation law to the emotional toll of staying in toxic jobs, Becky blends humor, empathy, and HR expertise to unpack what it means to truly support employees through every stage of life. Whether you’re an HR pro, a manager, or someone quietly cracking yourself, this episode offers insight, validation, and practical steps forward.Key Topics Covered:Becky’s gym story and the heat that sparked a deeper HR reflectionRhode Island’s new regulation on menopause accommodationsWhat “quiet cracking” is and how it differs from quiet quittingSigns of burnout: emotional withdrawal, absenteeism, reduced initiativeWhy employers must build cultures of trust and proactive supportTips for individuals: boundaries, self-awareness, and reclaiming small winsOrganizational strategies: manager training, scheduled rest, honest workload conversationsThe power of continuous learning and long-term career planningMaya Angelou’s quote as a guiding light for workplace resilience:"If you don’t like something, change it. If you can’t change it, change your attitude." — Maya Angelou

Becky tackles one of the workplace’s most persistent taboos: talking about money. Why are employers still so cagey about compensation? And what does that silence say about your brand?Becky breaks down the myths, the legal realities, and the strategic advantages of pay transparency. From outdated handbooks to secretive salary ranges, she calls out the practices that erode trust—and offers clear, actionable advice to help HR leaders and business owners shift toward open, honest conversations about compensation.If you want to build a workplace culture rooted in trust, accountability, and engagement, this episode is your wake-up call.Why is it still taboo to talk about money in the workplace?The disconnect between employer silence and employee curiosityProtected activity: Yes, employees can talk about payEmployment brand and how secrecy undermines trustWhy vague job postings repel top talentHow to build a compensation philosophy—even if you’re a small businessThe power of pay ranges and how to use them strategicallyTraining managers to talk confidently about compensationReal-life example: Executive pay negotiation with transparencyCreate a simple compensation philosophy (“We pay fairly for what people do”)Document your pay practices—even if they’re basicShare salary ranges internally and on job postingsUse ranges to outline growth paths, not just numbersTrain frontline managers to handle pay conversations with clarityDon’t make up answers—be honest, even if you don’t have all the info

In this episode of the Guerrilla HR Podcast, host Becky welcomes Sarah Price, Founder of Live In Your Strengths, for a candid and empowering conversation about the challenges facing new graduates in today’s job market. From viral HR gossip to actionable career advice, Sarah shares her 25+ years of HR expertise to help young professionals navigate the hiring landscape with confidence. Learn how to tailor your resume, optimize your LinkedIn profile, and leverage your strengths to make a lasting impression—without losing your authenticity. Whether you're a recent grad, a concerned parent, or an HR pro looking to support emerging talent, this episode is packed with unconventional wisdom and practical tips you won’t want to miss.🔥 HR Gossip & LessonsBecky kicks off with a viral HR moment involving a CEO and Chief People Officer caught on a kiss cam, highlighting workplace romance risks and HR policy implications.🎓 New Grads & Job Market Realities Economic volatility and hiring freezes are making it tough for new grads. Unemployment for recent grads is significantly higher than the national average.💡 Guest Spotlight: Sarah PriceFounder of Live In Your Strengths and certified StrengthsFinder coach. Sarah shares her journey from corporate HR to coaching young adults and her passion to help the next generation align with their strengths.🛠️ Practical Advice for Job SeekersResume Tips: Tailor to job descriptions, include a strong summary, and highlight transferable skills.LinkedIn Strategy: Create a compelling profile with a catchy headline and custom banner.Networking: 85% of jobs are filled through connections—learn how to reach out effectively.Using AI: Great for brainstorming, but authenticity and personalization are key.💬 Key TakeawaysLead with your strengths, not your weaknesses. Authenticity builds confidence—and confidence gets interviews. The job search is a full-time effort; strategic networking matters . AI is a tool, not a substitute for your voice.📣 Final ThoughtsDon’t give up—focus on what you can control. There’s a job out there looking for someone just like you.

Do you know if your paycheck stacks up in today’s market? In this episode, Becky unpacks the loaded concept of competitive pay—what it means, how it's calculated, and why it matters. From minimum wage myths to market-based compensation data, we explore what employers are offering, what workers need to survive, and how far apart those figures really are. Becky shares actionable insights from both internal and external perspectives, touches on the role of the Fair Labor Standards Act, and even dives into the differences between living wage and poverty thresholds. If you're wondering whether your compensation is fair, you're in the right place.🔍 Key Points Covered:Definition and misconceptions around competitive payWhy minimum wage falls short of being competitiveInternal vs. external compensation perspectivesThe role of market data and median benchmarksHow to evaluate your own pay (and where to get help)Differences between cost of labor, cost of living, and poverty guidelinesReal stats from the Charlotte metro areaLiving wage insights using the MIT Living Wage CalculatorListener questions and feedback via TikTok and email📢 Resources Mentioned:MIT Living Wage CalculatorBureau of Labor Statistics wage dataContact: [email protected]: Guerrilla HR

This week Becky is answering YOUR top Human Resources questions. What would you like to ask Becky? Leave a comment or email [email protected]

This week Becky is joined by Dani Thornton, Owner /Operator of Flawless Coordination by Dani What is the role of a virtual assistant? Dani outlines how a virtual assistant can support your organization.

This week Becky is joined by Vision Elevated Owner and CEO, Wendy Waters.With a little research we can be ready with the knowledge of appropriate etiquette for any situation. 

This week Becky is joined by Jennifer Sims, NAMI Outreach Coordinator.Listen as Jennifer and Becky chat about mental health resources and ways businesses can help their employees. 

This week Becky is joined by Karen Nichols of the Lancaster SPCA.We all love our animals!  Listen as Karen shares how the Lancaster SPCA is helping and how we can get involved as individuals and employers. 

Mallory Nelson joins Becky this week. Mallory is a costume designer who has designed costumes for plays like The Wiz and Pajama Game.Mallory also advocates for awareness and safe spaces for people with disabilities.  Listen as she shares her experience working in spaces that don't always work for her. 

This week Becky is joined by Brenna Kolumba, owner of B'zzz Cakes.Food is love, but running a business can be hard.  Listen to Brenna’s story of turning her love of baking into a cake business. 

This week, Becky is joined by Kelly Ogden from Kelly Ogden Lifestyle ManagementDid you know that it's not going to be long before there are more adults in diapers than babies?  Listen as Kelly and Becky talk about services to help seniors thrive. 

Kelly Green joins Becky this week to talk about all thing volunteering. Getting people involved through volunteering can be tough.  Kelly and I discuss how to turn people’s skill and interests into volunteer action. 

Everybody wants to feel needed and appreciated.  The key is to be authentic in order to build genuine connections. 

This week Becky is joined by Ryan Apt from ExtensisHR.There are many misconceptions about Professional Employer Organizations (PEO).  Listen as Ryan brings clarity to the many solutions a PEO may provide. 

This week Becky is joined by Financial Advisor, Justin CooperWhat does “rich” mean to you?  Once you have defined what you value, then you can develop a long term plan to meet your financial and life goals. 

This week Becky is joined by Mark Wojcik, Founder & President of East Park Avenue Talent Consulting With the right preparation and up front involvement from the right stakeholders, recruiting can be a smooth and successful process to get the right talent. 

This week Becky is joined by Horace Williams, Jamrock Jerk Spot OwnerFrom union leader to food truck owner, Horace has done a lot.  Listen as Becky and Horace talk about the journey. 

This week Becky is joined by Armah Shiancoe, Co-Founder and Chief Griowth Officer, Flexie Inc. Armah is also the Executive Director of Land United FC.In order to build successful workplaces, we need to start by developing successful youth.  After that, engagement is key. 

This week Becky is joined by Jill Krysa, Environmental Science Student at NC State University. Jill is graduating in May 2025. What does Gen Z want when it comes to their careers?  The answers may surprise you.   

75% of HR Managers are women.  They earn $.84 to the dollar compared to men.  Explain to me how that’s ok. 

This week Becky is joined by Ryleigh Jackson,Dir. of Marketing at Primary Talent PartnersDiversity, equity, and inclusion are not dead.  Ryleigh and Becky talk about the value of DEI and actions employers can take to create inclusive workplaces. As the Director of Marketing at PTP, Ryleigh is driven by a deep passion for connecting people with meaningful pathways to opportunity. Focusing on elevating underrepresented voices and ensuring equity in the workforce, she creates strategic communication initiatives that help the contingent workforce thrive in corporate professional, life science, engineering, and IT sectors. Her approach combines creativity and purpose, designing campaigns that resonate across diverse communities.Mentoring is close to Ryleigh's heart, especially when supporting HBCU students as they transition into their careers. She believes in fostering authentic relationships and opening doors for others to find their paths to success and fulfillment.

This week, Becky is joined by Krystal Said, Human Resources PractitionerKrystal and Becky talk about the changing landscape of employment laws and what they would change given the chance.  Krystal also clears up many misconceptions about Affirmative Action and recently terminated requirements. 

This week, Becky is joined by Sara Freeman Smith, CEO, U R GemsSara shares her stories of recruiting, finding purpose, and losing her vision and becoming legally blind.  Becky and Sara discuss how employers who are not recruiting individuals with disabilities are missing out on a great resource.  

This week Becky is joined by Recruiter Mitchell Hargett.Job seekers and employers don’t always align on when it comes to workplace place and desired perks.  Becky and Mitch talk about what the job seekers are asking for and what the employers are providing. 

Money is not the only thing, but salaries and wages have a huge impact on the business and the employees.  Becky talks about evaluating the cost of labor and cost of living in order to determine compensation and increases. https://www.onetonline.org/ 

This episode's guest is Aaron Kauffman, Financial Advisor.Financial education and products are a great way to support your employees.  Becky and Aaron discuss ways employers can help their employees fulfill their financial goals. Visit my website!

This episode's guest is Ashley Parrish, Human Resources Practitioner.Employees are looking for ways to grow their knowledge, develop skills and advance their careers.  Becky and Ashley discuss ways an employer can support professional development. Visit my website!

This episode's guest is Marty Haynes, Owner/CEO ofHFC Insurance.Employer sponsored plans have a huge impact on workplace culture.  Becky and Marty discuss a variety of insurance offerings and plan designs to help attract and retain employees.   Visit my website!

Becky talks about using total rewards to create the desired workplace culture.  If you claim that you are family friendly, then prove it!  *This podcast may contain some profanity because I am very passionate.*Visit my website