Get the HR Consulting Service Your Organization Needs with Ed Krow
Turning irrelevant HR functions into strategic contributors that drive business results
Ed’s Clients Include
HR Services
Performance Management
Performance management is the process of creating an organizational climate in which people are empowered to perform to the best of their abilities.
Business Succession Planning
Without a concentrated effort on succession planning strategy, a business that has been successful can quickly fail if one or more of its key employees are lost.
HR Strategy
There are six key areas where HR can contribute to the overall strategic business plan, but rarely does.
Organizational Development
Organizational Development is the process we use to change attitudes, values, and beliefs within the workforce so that employees can drive business results.
About Ed Krow
Ed works with executives and business owners who are struggling with people problems, such as adapting to changing business conditions and customer, investor, or community expectations and teaches them how to turn irrelevant and ineffective HR functions into strategic contributors that drive business results.
Prior to entering consulting and speaking, Ed spent 12 years with UPS in a variety of Operations and Human Resources management positions. He holds designations as a Senior Professional in Human Resources from the HR Certification Institute; Certified Compensation Professional from WorldatWork; and SHRM-Senior Certified Professional from the Society for HR Management. He is certified as a speaker, trainer, and coach through The John Maxwell Team, maintains membership in the National Speakers Association, and is a regular contributor to Forbes.com.
When he’s not working with clients, Ed can be found teaching at Millersville University. In his free time, Ed relishes spending time with his wife, Heather, and three daughters, Amanda, Emily, and Lea. He enjoys travel, golf, the outdoors, and Notre Dame and Baltimore Ravens football.
Schedule Your Call with Ed
What My Customers Are Saying
Our organization was struggling with attracting the candidates we needed. We started working with Ed, and he had some unique ideas and insights into how we could do better with recruitment, our HR processes, and the structure of the department.
The plan Ed gave us was detailed and felt realistic, like a really good roadmap we could actually use. I was impressed with his work, his professionalism, and his ability to make a strong assessment of our HR processes and come back with concrete ideas and plans for us to review and incorporate.
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.
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.
Looking to Book Ed for a Speaking Engagement?
I’ve been speaking since 2008, and I’ve easily done well over a hundred talks. I’ve spoken at diverse kinds of conferences, from small groups of 50 at local meetings to state and national conferences of thousands.
I speak to senior leaders across the United States and Canada about how to turn their people into strategic contributors. My audiences include such varied organizations as American Association of Orthopaedic Executives, National Association of Housing Resource Officers, Society for Human Resources Management, CPHR Saskatchewan, New Jersey Banker’s Association, and Regional Care Providers Association.
Human Resources Tips & Articles
Change Happens- Let’s Get Through It
Oftentimes as leaders, we’re forced to change our bearings and decide on a different direction for our organization. While we know that this change is in the best interest of our organization, we forget that our employees might find the change to be disorienting and...
How to Become the Leader Your Team Needs
The greatest performance gap is the one between what we know we should do and what we actually do. As I was thinking about that bit of wisdom, I realized it was true for many of us. My challenge for you is to think about what you need to work on and carve out at...
The Cost of Inaction
What I want to focus on today is the difference between ROI, which we all understand, and COI, which we often forget about. What happens when we have a business problem (we may even know the cost of that problem), yet we fail to take action to resolve it? ... read...
Setting A New Year’s Resolution? Focus on Improving Your Strengths
We’re at the time of year when people like to make resolutions. One thing I think we miss as leaders, though, is where the personal and the business come together. What I mean by that is: What are we going to work on professionally in the coming year that will have...
Buy Ed’s New Book “Strategic HR”
This book is the real deal. It’s filled with practical ideas on how you can get results from your team. Get your pen out because you are going to want to take notes and discuss with your leadership team.
I have been waiting for a book like this. Ed does a great job of breaking down the critical components of aligning C Suite and HR strategies together. This is a book not only for HR professionals, but for executives to also understand their Human Resources function. Lots of great leadership principles throughout the book. I cannot wait to put into action the strategies outlined in the book.
Ed Krow finally gives HR the voice it needs to be heard in the C-Suite and respected by the workforce. But be forewarned: He pulls no punches while offering an intelligent, honest, and detailed strategy to transform HR from “compliance cops and payroll clerks” to executive business partners. It’s a must-read for both new and experienced HR professionals, as well as the business executives who manage them.
