Yuri Kruman, Managing Consultant and Interim CHRO
“I saw a lot of top talent leaving even the best companies to work for and going elsewhere, not even hesitating to change careers completely, if so compelled. The reason was that in their last role, they were completely misaligned with who they were as humans,” says Yuri Kruman, sharing his observations on more than 1400 client employees he's surveyed and coached over the years.
Kruman is a multi-talented corporate HR consultant, a top-rated executive coach for corporations and fast-growth startups, board member, contributor to Entrepreneur and Forbes and a sought-after speaker at Fortune 500 companies and universities. Before HR, he worked in a wide range of functions, including Product Management, Business Development, Finance and Operations and Special Projects. Kruman published his first book on Employee Experience for Millennials titled as "What Millennials Really Want From Work and Life" (Business Expert Press) in 2019 and will publish his new book, "Be Your Own Commander-In-Chief" later this year (Ideapress Publishing) to empower employees in all industries to be their best selves and do their life's best work.
Leveraging his knowledge, experience, and insights from multiple industries (consulting, coaching, tech, finance, law and academia), Kruman founded HR, Talent & Systems (HRT&S). “The reason why I built my company is that, as an employee, I found HR to be too often tone-deaf and not focused at all on developing humans. I felt after having had all those really bad experiences with HR, that it was my mission to correct this problem. HRT&S is that fix,” remarks Kruman. The HR strategies designed and implemented by HRT&S empower talented individuals to do their life's best work through coaching and alignment, performance management and streamlined systems. The company has coached executives to become leaders and employees to thrive in their roles, as well as designed and implemented systems (ATS, HRIS, Benefits, Payroll, Project Management, etc.) that clients need to sustain and increase growth.
The team at HRT&S understands that merely providing perks and benefits to employees without analyzing their expectations is a recipe for disaster. In that vein, they assist clients by designing HR programs to focus on both the professional and personal development of employees. They also engineer these programs to be highly cost-effective and profit drivers, rather than cost centers, so that CFOs happily get on board, as well. They have found that HR Tech and software is only effective when HR gets buy-in from employees to adopt and actually use new systems, which happens only when they understand how it helps their career. It is critical for HR to first assess factors like employee background, career stage, communication and recognition preferences, as well as opportunities for professional development, according to Kruman.
I felt after having had all those really bad experiences with HR, that it was my mission to correct this problem. HRT&S is that fix
HRT&S applies its proven SDMI (strategy, design, motivation, and implementation) framework to help clients’ execs to delegate, automate and outsource lower-level work effectively. This structure improves and streamlines internal communications, unclogs information flow, and empowers data-driven, strategic decision-making while buffering against micro-management. The deployed framework ensures the best Employee Experience (EX) and demonstrably improves retention, engagement, and development. It empowers employees to do their best and most productive work while improving inter and intra-team communication, as well as to develop a strong sense of alignment with their team's and company's mission, vision and values.
The SDMI framework has been a boon to HRT&S's clients. Citing one example, Kruman speaks about the challenges a client company was facing and how HRT&S helped the firm overcome them. The client is a back-office consulting agency for home health companies in New Jersey and New York. Some of their services include intake, payroll, and human resources. They faced a lot of the problems that most fast-growth companies encounter. They were bloated on staff and aide headcount, with too many departments not communicating with each other or internally, and aides were sometimes not getting paid on time.
This is where HRT&S came in. The healthcare consultancy engaged Kruman as an interim CHRO/Chief People Officer to consolidate seven different departments into one unified HR department, streamline talent acquisition, increase retention and develop the workforce, as well as to create career pathways and salary bands. “Within 12 months, we were looking to unify everything under one umbrella and cut costs by unifying benefits payroll, and ATS/ HRIS in one system,” remarks Kruman. Adding icing on the cake, HRT&S developed a learning and development program, training and workshops for leadership development, markedly improving team dynamics, as well as increasing the flow and quality of internal communications.
The results obtained were even better than expected. The client saved 47 percent on yearly talent acquisition costs, improved its Glassdoor ratings by 60 percent from 2.7 to 4.3 (still rising). They saved 22 percent on yearly employee pantry costs while drastically improving quality, and employee satisfaction went up significantly, while driving down costs across the board.
HRT&S has many such success stories under its belt and is engaged with an increasing client portfolio in a series of ongoing projects, with plans to further expand its range of services and client industry base. “We're building great employer brands and doing it the right way, by empowering employees to be their best selves at work every single day. We're helping fast-growth, mission-driven clients successfully manage digital transformation in a remote-first work environment through robust and empowered HR, which makes the changes stick, drives higher profitability and creates a virtuous cycle of value,” concludes Kruman.