Monica Roach - McFarland Construction

By Monica Montgomery

Photos Provided by Monica Roach

Let’s be honest. Never has anyone said, “I love being called into HR!” When we hear Human Resources, most of us imagine a place where rules are made, papers are filed, and careers start and end. Monica Roach, the HR Talent Acquisition Manager with Charlotte, NC, based McFarland Construction company, has prioritized exemplifying humanity in Human Resources.

Roach, a Charlotte native, graduated from the North West School of the Arts. “I enjoyed my youth,” Monica says with a laugh. “I was born and raised in Charlotte, and I am grateful for the excellent support system and foundation I grew up with. I majored in dance while in high school and loved everything about it. But after high school, I didn’t know what my life was going to look like. I didn’t want to go to college just for the sake of going, so I took a gap year to figure myself out.”

During her first year of post-high school, Monica took classes at CPCC (Central Piedmont Community College). “It was time well spent and I was able to understand the importance of moving forward. I mean, I saw all of my friends going off to college, experiencing life, and being exposed to different things. It made me say, okay, I have to start getting myself in gear to create a life and a future for myself,” Monica explained.

During her first year of post-high school, Monica took classes at CPCC (Central Piedmont Community College). “It was time well spent and I was able to understand the importance of moving forward. I mean, I saw all of my friends going off to college, experiencing life, and being exposed to different things. It made me say, okay, I have to start getting myself in gear to create a life and a future for myself,” Monica explained.

In 2005, she graduated from Fayetteville State University with a degree in Business Administration. After graduating from Fayetteville State, Monica had a better idea of what she wanted and what her next steps would look like. Her first real job out of college was with Target, which provided Monica with her first experience in human resources. “I handled the back-office work, like running background checks, new hire orientation, and things like that. It was a great introduction to the field of HR,” she explains.

After a year with Target, Monica decided she enjoyed HR so much that she would go back to school and get her Master’s degree in human resources. “While working for Target, I saw the people’s side of HR. I’ve always been a people person, and I said, ‘You know what… I really like this.’ That’s when I decided to get my Master’s in Human Resources.” She graduated from Strayer University with a Master’s in HR and hasn’t looked back.

Since starting her career, Monica has been given the opportunity to work in retail and banking, but she says those don’t compare to the position she has with McFarland Construction. A Talent Acquisition Manager is responsible for sourcing, attracting, interviewing, hiring, and onboarding employees, all while factoring in the long-term goals of an organization. They must also ensure that current employees are satisfied and promote the company’s brand through recruitment initiatives and events. Essentially, their role is to help grow the talent in a company by finding and nurturing the most suitable people to contribute to a company’s future success. She refers to it as full-circle recruiting.

“Full-circle recruiting is about retaining, attracting, and identifying the talent. It’s a strategic approach to making sure I find the right candidate for the position. Anyone can hire a person, but will that new hire be what the company needs, and will they have long-term success with that company? All of that matters when a company is considering a candidate for employment. It’s not just about whether or not the person can do the job. I’m looking for alignment. Will this person match the company’s existing culture and climate? Will the candidate be happy in this position, and how do they see themselves growing and developing over time? I stress that they should make sure they aren’t just taking a job but seeing it as a starting place for a career. I want the candidates to make the best decision for themselves. My job requires me to advocate and make the right decision for the company so that both parties can meet their goals and have long-term success.”

McFarland Construction is a minority-owned full-service construction management, general contractor, and design-build company. They have been in business for fourteen years. Monica is the first person to hold the position of HR Talent and Acquisitions Manager with McFarland, and is so many ways, she is forging new territory. The average HR department is comprised of many roles. As the HR manager for a boutique-sized construction company, Monica does them all.

Since starting this position with McFarland, I can say that it has been a breath of fresh air, and I have no regrets. This has been an amazing opportunity. I have been stretched and given the chance to grow in ways I probably wouldn’t have had I not stepped out.

“I handle talent acquisitions, talent management, employee relations, and benefits. In this role, I am responsible for everything that needs to take place in the human resources department. That said, it is very important that I continue to stay open to growth and education when it comes to my position with this company,” Roach explained. “I’ve worn multiple hats for three years, but as the company continues to grow, so will the HR team.”

Going from a team member in an established human resources department such as Target’s or Wells Fargo to where she is now requires some adjustments. “I will admit going from having one role, in companies that already had policies and procedures in place, was completely different from where I am now. Honestly, I was scared. I was taking on an entire department, and there was so much I didn’t know coming in. I was literally walking into the unknown, but I couldn’t let my fear stop me.” Monica shared. “Since starting this position with McFarland, I can say that it has been a breath of fresh air, and I have no regrets. This has been an amazing opportunity. I have been stretched and given the chance to grow in ways I probably wouldn’t have had I not stepped out. Having the chance to work for an African-American-owned company that has not just given me a job but invested in me and given me a voice and space to make a difference is more than what I could have hoped for. I will be forever grateful.”

Coming in as an African-American female in a company and an industry that is predominantly male had its obstacles. For Monica, this was a challenge, but with the help of mentors both inside and outside of the company, she was able to find her footing and become an important voice in the growth and image of the company she loves and now calls her “foreverhome”. She adds that it’s about respect. “I make sure I treat people with respect, and I expect nothing less in return. It wasn’t always easy because the employees weren’t used to an authoritative female presence. I had to show them how to treat me. Having the support of management made all the difference in the world. The owner and visionary of the company, Tino McFarland, is an amazing employer. Then my manager, Ben Wilhelm gave me the time, grace, and encouragement it took for me to find the strength in my voice.” Monica also credits Leondra McDoo for being an exemplary mentor and helping her throughout her HR career, and states she is profoundly grateful for their collaboration.

In her role, Monica states how important it was for her to gain the trust of her employer and fellow employees. “They needed to understand that my focus was to help promote or facilitate the growth of the company. The key to that is making sure the people we hired were of the right quality and fit for the positions they were hired for. It doesn’t matter their race, gender, or ethnicity. Once that platform of mutual trust was established, my job became much easier,” she says.

As an advocate for equity and diversity, Monica has been allowed to use her knowledge and expertise to help create opportunities for others. Monica’s management position gives her a voice and affords her a seat at the table, an opportunity she doesn’t take lightly. “As an HR manager in a company such as McFarland, I am in the same room with all the other managers, including the President, CEO, and the other field executives. I’m in the room where it happens. I truly appreciate the opportunities I have to partake in programs and events that promote inclusion, equity, and diversity.”

Monica was recently featured along with other community leaders and business owners in the Charlotte Business Journal for her role in implementing the Construction Workforce Development Internship Program at McFarland. This program, the first in the construction industry, allows Monica and McFarland to take high school students on as paid interns. With support from corporate sponsor Fifth Third Bank, they have been able to pay students as they learn the different aspects of the contraction business. The students from West Charlotte High School are taken on and mentored from the start of the project until its completion. They also have an opportunity to go out in the field and learn about the different careers available to them in the construction industry.

In addition to the collaborative workforce program, Ms. Roach has had the opportunity to speak at the Charlotte City Council as a representative of the McFarland Construction Company and other companies like theirs.

“This was a great opportunity because quite a few high-ranking government officials were in attendance. I was able to share the company’s goals and vision for how we plan to take part in the growth and sustainability of our city. I was also able to talk about the importance of monitory-owned companies like ours, as well as the need for diversity within the companies. I’m proud to say that McFarland has over fourteen people of different nationalities who work with us. Not every company can say that. Speaking at the city council meeting was an honor and a humbling experience. I can’t say this enough, but I am truly grateful for the journey I’m on.”

While the path Monica is on has led her to personal growth and fantastic opportunities, she continues working to find ways to do more for others. She also understands how important it is for her to pay it forward. “When I started with McFarland in 2021, four women were working for the company, myself included. Today, there are twenty. In three years, we have added sixteen women to our office staff, and at least three of them are managers.”

Another accomplishment that Monica boasts about is the development of the McFarland Construction Core Academy. This program offers continuing education training and development programs for existing employees. It is education-based and allows employees to gain knowledge and certification for either their existing positions or training for other positions within the company. Allowing employees to cross-train benefits the company and the employee because it helps with retention, and we can promote from within, she says.

The profession of Human Resources continues to evolve. The road ahead for Monica is brighter than ever, and she is excited about where it’s leading her. She says that her personal goal is to continue to grow as an individual, a mother, and an HR manager, and she hopes to see McFarland Construction grow. “I plan to do everything I can to help build our company from within. People ask me where I see myself in the future. I tell them right here. I love what I do, and I love the company I work for. This career is my forever home.”

www.mcfarlandconstructionus.com