Yuri Kruman

Career Strategist

HR, Talent & Systems

Current projects: 

1) partnering as AI x L&D and HR SME with top 5 AI labs (FAANG), top EdTech and other clients through Mercor, micro1 and Hurix to build, evaluate and improve AI-driven courses, highly specialized prompts and rubrics.

2) Running (successful) AI pilots for mid-size firms to build, evaluate and improve AI-driven tech stacks for HR, L&D and enterprise AI transformation.

Led more than 30 HR transformation projects for venture-backed startups, PE-owned firms, and mid-market companies

Provided interim CHRO and CLO support for organizations with headcounts ranging from 50 to 2,500 employees

Designed and implemented HR tech stacks including ATS (BreezyHR, Greenhouse), LMS (Trainual, LearnUpon), and engagement platforms (CultureAmp, Glint)

Delivered enterprise L&D programs with adoption rates over 90 percent, supporting manager and high-potential development

Managed HRIS configuration, onboarding flows, and performance systems aligned to organizational KPIs

Coached over 1,300 startup and Fortune 500 executives on leadership development, internal communication, and team strategy

Created HR analytics dashboards and scorecards using Power BI and PeopleBox to track engagement, retention, and performance metrics

Managed $300K+ HR and/or L&D budgets

Fractional CHRO / CLO, Strategic HR Advisor, CHRO Coach (AI, M&A)

The Wharton School

Guest lecturer for the Wharton CHRO program and CHRO Coach (AI, M&A)

Session: HR’s Midlife Crisis: AI, Grit and Irreverence

Guest Lecturer

HR.com

Advisory Board Member - The Future of Learning Technologies 2025

TM Forum

Built a company-wide, three-tiered L&D program for 300+ employees focused on universal, manager, and high-potential tracks

Delivered trainings via Butter.us and LearnUpon LMS with 100 percent staff satisfaction ratings

Redesigned performance management framework to incorporate L&D outcomes as 20 percent of evaluation

Coached all high-potential and managerial staff in 1-on-1 and cohort formats

Implemented internal communications plan to improve information flow, event cadence, and leadership transparency

Conducted full HR tech audit and helped lead HiBob implementation and configuration

Partnered with internal HR team to build workforce development metrics and analytics infrastructure

Developed custom training content based on proprietary leadership development methodologies

Managed $150K L&D budget

Interim CHRO / CLO (Consultant)

Lattice

Exciting news! I've joined the Winter 2025 Cohort of Lattice's Certified Fractional HR People Leader Program! This initiative is all about enabling strategic partners to effectively meet their clients' People Management needs.

What makes this adventure special?

 I'll be part of a diverse array of professionals united by the shared ambition of cultivating a thriving fractional HR business.

 The program offers clear and organized opportunities to confront business challenges, using Lattice to solve our clients' most critical issues.

 There are countless opportunities to engage with peers, learn from one another, and forge meaningful relationships.

If your team is in need of additional help or if you'd be interested in connecting with Lattice let me know! I can't wait to get started on this exciting journey and soon you’ll see my face amongst these talented Fractional HR People Leaders: https://bit.ly/4eVQjgl

Certified Fractional People Leader Program (Winter 2025 Cohort)

GCE Strategic Consulting

Yuri’s specialties include HR M&A Integration, Benefits, Payroll and Compliance, HR Tech Stack Builds, Performance Management, High Performer Retention, Team and C-Suite Coaching, Building L&D Programs and People Analytics.

His industry-leading HR consulting, L&D and DEI work has been recognized by multiple industry awards and has impacted many thousands of executives and staff. He advises enterprises, VCs and PE funds on HR Tech, GTM and product strategy, as well as strategic HR. Yuri has mentored 100s of founders and executives through Google for Startups, Venture for America, Crew Capital, Innovation Channel, Alchemist and other networks and accelerators.

HR Practice Area Leader / Fractional CHRO

Touro University

Currently teaching or have taught:
* Digital Marketing
* Principles of Marketing
* Consumer Behavior

Adjunct Professor

Technion - Israel Institute of Technology

Managed executive communications, media relations, and crisis communications for a global research university.
	•	Produced content for international campaigns, increasing media placements by 40% and enhancing the university’s global reputation.
	•	Trained faculty and leadership in media engagement and public speaking.

Head of Communications, PR and Social Media

PR and Communications Manager

Ideapress Publishing

FORBES “Top 21 Books to Read in 2021.” 
USA TODAY "Top 20 book fueling readers to upgrade their personal and professional lives"
Featured in ENTREPRENEUR

- Selected as a Best Book Award Finalist (Self-Help General category) at the 2022 American Book Fest
--
ORDER HERE (AMAZON): https://www.amazon.com/gp/product/B08SNR89QF/ref=dbs_a_def_rwt_bibl_vppi_i1

Author - "Be Your Own Commander-in-Chief"

Commander-in-Chief Media Group

We empower brands, humans and organizations to create and scale fast growth using their greatest asset: their people and origin stories.

COMMANDER-IN-CHIEF PODCAST:

Guests to date include:

Hillel Fuld, Israel's Unicorn Whisperer
Adam Singolda, CEO of Taboola (Nasdaq-traded)
Omer Keilaf, CEO of Innoviz (Nasdaq-traded)
Ronni Zehavi, CEO of HiBob (HR Tech Unicorn)
Didier Elzinga, CEO of CultureAmp (HR Tech Unicorn)

Apply to be a guest here: https://www.cicmediagroup.com/guest
--
Our book: "BE YOUR OWN COMMANDER-IN-CHIEF"
Amazon: https://amzn.to/3GIUR9e

Podcast and Newsletter Creator

I help high-growth companies and global enterprises scale effectively by designing AI-powered people systems, building enterprise L&D programs, and integrating culture, compliance, and strategy across HR functions.

As a 3x interim/fractional CHRO and CLO, I have led over 30 large-scale HR transformation projects across healthcare, tech, financial services, and professional services. My work includes end-to-end HR tech implementations, M&A HR integrations, L&D strategy, employer branding, internal communications, and executive coaching.

Key achievements:

Led 12 full-cycle HR M&A integrations for firms ranging from 120 to 2,500 employees

Built and delivered multi-tiered L&D programs for organizations with up to 1,000 employees

Designed and implemented HR tech stacks, including ATS, LMS, engagement platforms, and performance systems

Boosted Glassdoor ratings from 2.7 to 4.3 through EVP and comms strategy

Increased project completion rate by 45 percent through internal comms system redesign (ClickUp, Slack)

Delivered over $1 million in HR consulting value over the past three years

Coached more than 2,200 executives at organizations including Danone, Medtronic, Flatiron Health, and Ariel Investments, Goldman Sachs, Citigroup, Morgan Stanley and many other Fortune 500, FAANG and other tech firms.

Tools: BreezyHR, Greenhouse, Workday, SuccessFactors, HiBob, SAP, CultureAmp, Glint, 15Five, Trainual, Docebo, LearnUpon, Obrizum, ClickUp, Power BI, SQL, PeopleBox

Let’s connect if you are scaling your people function, building L&D programs, preparing for M&A, or undergoing HR digital transformation.

Executive Board Member/Contributor

- Conducted comprehensive audit of HR function, Performance Management, Learning and Development, Internal Communication
- Co-built HR operating plan as part of larger organizational operating plan
- Built out 3-tiered L&D program (High Potentials, Managers, Universal) in LearnUpon using proprietary materials based on my books
- Designed and co-implemented internal communication plan
- Delivered trainings on Butter.us platform 
- Coached all High Potentials and Managers 1-on-1
- Coached HR team on strategic initiatives 
- Achieved 100% rating for value from all staff, to date on all trainings delivered 
- Helped redesign Performance Management function to include L&D as 20% of performance management
- Helped with HiBob configuration and rollout

Yuri Kruman 🇮🇱

The African Leadership University

People Business Partner Director

KOKO Networks

Primary business partner for the Country Business Unit. Responsible for building HR team capacity and capability, as well as formulating a world-class employee experience through talent acquisition, onboarding, performance management, employee relations, and business partnering.

Head Of People, Kenya

Cellulant

Senior HR Partner tasked with driving people development programs, managing employee experiences, and supporting organizational performance through its people.

Head People Partnering and Organization Design

responsibility to drive people development programs, set up talent for success, manage the employee experience while driving organizational performance through its people. Reporting to the CEO, the head of people works in partnership with the leadership team to develop strategies and tools for people growth, talent management and all people operations to drive business clarity,  organizational design and change management initiatives across the business.

Acting Head of People, Payments

Group HR Business Partner

Cellulant( Zimbabwe) (Private) Ltd

* Driving Cellulant strategy and mobile commerce positioning in the market
* Connecting to the infrastructure nodes that support business delivery across multiple channel on Mobile - USSD, SMSC, Mobile Money.
* Developing and designing Mobile Money products that address specific client needs in the market.
* Driving Customer acquisition and product adoption over mobile banking platforms on the ecosystem
* Handling day to day administrative duties.

Country Manager

Cellulant Kenya Limited

•Leading a transformational, business driven program with 10 customers tasked to deliver on revenues, relationship and service delivery metrics
•defining team strategy, developing and executing team plans;
•interface with finance, technology operations, product engineering, business intelligence, country management team to co-ordinate delivery
•build high level design documents
•defining project scope, goals and deliverables that support team goals
•developing detailed project plans 
•assessing resources (people, time etc) required to achieve project goals
• tracking & enforcing Cellulant* delivery process; 
•accurately reporting status of ongoing engagement to both internal and external terms throughout project cycle; 
•work with internal technical teams to clearly articulate project scope, delivery dimensions and timelines; determine priorities, align resources and assign tasks

Team Lead

Cellulant Kenya Ltd

My day job entailed managing mobile platforms, mobile business strategy and customer user experiences for the various business partners in our VAS industry. Clients under my portfolio include:
•	Nation Media Group- digital division 6667 Subscription services
•	Multichoice-  DStv subscription Mpesa payments
•	Nairobi Water mobile service majiSMS
•	Nakuru Water mobile services
•	Radio Stations- 107.3FM, Baraka Fm, Waumini Fm, KBC, Kameme, HomeboyzRadio

Achievements:
•	Have successfully turned around a declining product( 6667 subscriptions) with positive client engagement to increase revenues by 24%
•	Project lead for successful integration for real-time reconnections for DStv Mpesa payments.
•	Project lead for real time Mpesa recon for Nairobi Water
•	Started a blog on industry achievements to document happenings in mobile internet, marketing and advertising

Senior Product Architect

Mobile is pretty much the answer to everything!

Product Architect

Main objective of my position was to create a competitive and profitable betting product, to train professional, well informed, courteous and honest staff well educated in customer care, betting rules and the rules of racing. 
Provide leadership and directions for staff in the betting department.
To create and maintain operating systems which are clear and efficient.
To promote the growth and sustainability of the betting products in the racing industry through the introduction of innovative betting products. 
Directly supervise the running of all betting departments with a staff of 35 employees directly reporting to me.

Key contact person for overseas betting clients and partners. 
Handle the billing and collection of international monies.	

Achievements:
	Increased departmental revenue through successful introduction of new betting products.
	Successfully managed the public information and education programs on new betting products, through creative ad copy in the race card and around the racecourse
	Successfully maintained and increased client base by designing and implementing a bi-weekly email newsletter
	Obtained favorable coverage for the Jockey Club of Kenya through the weekly press releases, features and published e-mail newsletters
	Gained experience in writing feature articles as a racing correspondent
	Articles published by the Daily Nation and Kenya Times Newspapers

Tote manager

I’m passionate about building high-performing HR teams that drive business success. 

With over a decade of experience working with dynamic startups in Africa, I've had the privilege of collaborating across countries and cultures to deliver impactful HR solutions.

Starting my career in business at Cellulant, I contributed to transforming digital payments across Africa, gaining experience in sales, complex project management, and  generating recurring business revenue. 

This foundation was essential in my pivot to HR, where I’ve been able to apply my business acumen to HR leadership roles.

In my role as Head of People at KOKO Networks, a climate tech pioneer in emerging markets, I led initiatives that fuel both business growth and employee experience. Some of my key achievements include:
   →  Scaling Talent Acquisition: Built an in-house TA team that recruited 450+ employees in under a year, supporting our customer base growth from 150K to over a million.

   →  Standardizing People Operations: Streamlined recruitment, onboarding, and HR operations to create a seamless candidate experience and empower hiring managers to focus on serving our customers. 

→    Enhancing Employee Experience: Established a dedicated HR operations team to handle payroll, employee relations, and compliance, significantly improving team engagement and consistency

Beyond technical expertise, I’m dedicated to fostering genuine, lasting connections with leaders and supporting them in reaching their full potential. 

As a recognized top L&D Leader in Kenya and Nigeria (2024), I actively write on Business Partnering, Talent, and Culture. 

I also coach HR managers who want to accelerate their career growth and maximize their impact in HR.

If you're exploring a partnership or need support on your HR journey, book a free discovery call—I’d love to connect and see how we can work together.

Book a call with me here: : https://calendly.com/angelacentra/30min

Angela Centra

Are you in the room when strategy is being developed,  or do you find out when its finished ?

Right about now your business leaders are in planning mode for 2026,
In many organizations, one thing quietly happens in the background:

HR is left out of the strategy brief — because leaders assume HR only manages processes.

But strategy isn’t just numbers. 

Strategy is also:
✅ your talent bets
✅ your cultural foundation
✅ your leadership pipelines
✅your resource allocation
✅ your organizational identity
A strong business strategy needs a  people strategy, it is one of the few levers that actually determines whether the business can execute.

So are you in the room as a HRBP - or will you only hear about it next year- when you start chasing the headcount plans ?  

I dig deeper on this in my Newsletter article on Why HR gets left out of strategy - and how you can change it -

Director, People Business Partner | I write about HR business partnering, leadership and the skills and belief I am building to help HR Managers grow in their career| General manager with 15+yrs exp

Most HR teams aren’t brought down by lack of effort...
They’re brought down by the same thing that destroys most companies: a lack of strategic focus.

 Have you ever felt like your HR team is doing everything,  but nothing seems to shift?
 ❌Endless escalations.  
 ❌Random requests.
 ❌Everyone expects HR to “fix” things they don’t own.

 And somehow… It's still your fault when things fall apart.

 I'm still unpacking Yahoo’s story and it’s fascinating- 
 Yahoo didn’t fail because Google was better.
 Yahoo failed because it never chose who it wanted to be.
 
And many HR teams fall into the same trap.

 Here is where this challenge, presents an opportunity for HRBPs,
  - HR can become the strategic engine of an organization  
 - chooses its game, builds real  talent advantages,  shape culture intentionally,  everything changes.

Here are 6 Questions our team is asking as we build into 2026:
 
▪️ What is the one game we are here to win this year?
▪️What moats (processes, insights, trust) are we building that make us indispensable
▪️Are we investing in infrastructure — or just producing content?
▪️What do we need to say “no” to immediately?
▪️What cultural behaviors are we reinforcing every day?
▪️Are we hiring great talent into broken systems… or fixing the system first?

I happen to work with a very brilliant set of HR folks- so all credit to my team for these insights in our numerous conversations. Fadzai Hundu Gamuchirai Chakaingesu Lena Sarfo Imboni Zirimwabagabo

The story of Yahoo’s decline ,  shared by Joff Redfern, its former VP of Product  is often used to teach product strategy.

I am finding great lessons from a HR perspective- what happens when an organization loses strategic clarity, talent discipline and cultural alignment

Lots of people theorize that  Yahoo failed because it didn’t acquire Google.

The truth is  alot simpler, even if Yahoo had acquired Google, they didnt have:
  • the culture
 • the focus
 • the discipline
 • or the long-term mindset

From a HR lens, we see this a lot,
You can hire incredible talent, but without structure, clarity and the right culture they will not succeed.

I am digging deeper on this topic in my newsletter today. 
How can a HRBP develop simple and clear people strategy.

In my opinion, this is a foundational skill for any HRBP, because you fail the minute  you wait for "someone" or the business to hand you a plan.

So how do you develop strategy the same way your CFO does ?

Find out in today's newsletter + the exact AI prompt  I use to get your first strategy draft done fast.- see link in the comments

Open article: Building a Practical, Business-Aligned People Strategy (with AI) by shorturl.at

Building a Practical, Business-Aligned People Strategy (with AI)

Great list from Esther Abraas as you reflect on your 2026 planning

HR manager | People Experience Partner | PeopleOps at Startups | Builder & connector

It’s that time of year again to reflect and plan ahead for 2026... 🙃

For those of you working on your 2026 HR strategy and people roadmap, here’s a list of resources that can help you in your thought process and in deciding what the priorities should be for your team and org. 

Trends and predictions for 2026 and beyond

▶ Lattice, ‘The State of People Strategy. 2026 Report’, https://bit.ly/49ozFGe
▶️ Deloitte, ‘HR Reimagined’, https://bit.ly/4pcoYLB
▶ Anita Lettink, ‘No More Delays! Kick Off EU Pay Transparency Today!’, https://bit.ly/47HRv5U
▶ Forrester, ‘Predictions 2026: The Race To Trust And Value’, https://lnkd.in/eX6vTzXQ
▶️ Leapsome, ‘2026 Workforce Trends report’, https://lnkd.in/e34kGQcW
▶️David Green 🇺🇦’s Digital HR Leaders podcast, ‘How AI Is Changing the Way We Plan for Skills (with Michael Wornoo)’ https://bit.ly/3JRUsYs
▶️ Gartner’s ‘Top HR Trends and CHRO Priorities for 2026’ https://bit.ly/4oRDkkY
▶ McKinsey & Company, ‘The agentic organization: Contours of the next paradigm for the AI era’, https://bit.ly/43tuL7e
▶️ Forbes, Bernard Marr with ‘8 AI Ethics Trends That Will Redefine Trust And Accountability In 2026‘, https://bit.ly/3LOeG5Q
▶️ Thirst 🧡, ‘11 L&D Trends for 2026 You Can’t Ignore’, https://bit.ly/4r1UIVx
▶ World Economic Forum, ‘Sustainable Development Goals’, https://lnkd.in/eQGFmKZD

Building an HR strategy

▶️ Hacking HR, ‘Strategic HR Budget Planning: A Practical Guide for Business Impact’, https://bit.ly/3LHWkDO
▶ JooBee Yeow, PhD, ‘6 Foundations to build a future-proof HR strategy in start-ups’, https://lnkd.in/eFvWSq7k
▶ Gartner’s ‘5 Steps to Building an HR Strategy’, https://bit.ly/4pffJdI
▶ McLean & Company, ‘Create an HR Strategy’, https://lnkd.in/eJJWZ4mk
▶ Leapsome, ‘Full guide to effective HR strategy planning guide’, https://bit.ly/44fD0Uy

#strategy #humanresources

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Yuri Kruman 🇮🇱

Angela Centra

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Angela Centra

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Likes

Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Angela Centra's LinkedIn Performance

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