Ed Krow
Turning irrelevant HR functions into strategic contributors
that drive business results
HR Strategic Planning: How to Chart the Course of HR’s Role in Your Organization
Imagine: Your HR department actually drives business results
I help turn irrelevant/ineffective HR functions into strategic contributors by aligning HR with the business objectives so that HR actually drives business results. My clients often refer to me as their “Safety Net,” because I eliminate HR headaches and keep them from falling into HR traps.
Ed’s clients include
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Building Employee Alignment
Build key employees’ knowledge ownership of the business strategy to drive engagement, commitment and contribution.
Succession Planning
Prepare high-potential employees for advancement into positions which are key to the success of business operations and objectives.
HR Strategy
Develop and implement HR programs that address and solve business problems and directly contribute to major long-term business objectives.
Ed speaks on Human Resources, Leadership, and Motivation
Whether your HR function is a department of one or many, my interactive sessions inspire my audiences to accomplish fundamental Human Resources strategic planning, balance organizational success and individual performance using multiple variable pay plans, and develop succession plans for all levels of key employees.
What Our Customers Say
“Ed’s work is thorough and precise and his insight is both thoughtful and candid. I found working with Ed to be refreshing. He approaches his engagements in a highly professional yet approachable manner which I find allows for a much more fluid flow of information and guidance. I highly recommend Ed for advisement on even the most sensitive matters because he will take the time to understand your business and your immediate needs and then apply his experience to derive a cost effective solution that works.”
Steve Winnie“An engaged culture is one of the most important things to our company. We take it very seriously and work on it intentionally. But one thing we haven’t done well is compensation.
That’s why we brought Ed in. He really got to know the culture and understood the company, and he created a comprehensive, effective compensation plan perfect for our company’s needs.
I highly recommend Ed to other business owners who want someone that gets to know the company, understands what’s important, and delivers on it.”
Bill BieseckerFrom The Blog
So You’ve Been Promoted, Now What?
I started my career at UPS and worked there for many years. Back then, they had a big promote-from-within culture (and they still do). One day, I was a driver. The next day, I walked in wearing a suit and tie. My first operations assignment was overseeing other...
Is Remote Work a Business Necessity?
When I first started consulting 19 years ago, I worked from a home office and people told me it was seen as a detriment. People told me I wouldn't be taken seriously without a brick-and-mortar office. Fast forward to 19 years later and we've come pretty far! Now many...
How To Pick The Best Well-Being Initiatives To Reward Your Employees
Offering your employees well-being initiatives that they can use to their benefit may seem like a solid idea. It provides your employees a way to de-stress and improve their personal and professional life. But, are you giving your employees the well-being benefits...
HR Strategic Planning
DISCOVER how to Chart the Course of HR’s Role in Your Organization.
Contact Us
Ed Krow
P.O. Box 111
Silver Spring, PA 17575
ed@edkrow.com
Let us know how we can help
