Yuri Kruman

Career Strategist

I help executives close the AI Wage Gap—before it closes their careers.

Workers with AI skills commanded a 56% wage premium in 2025—DOUBLE the year prior. Meanwhile, 11.7% of the U.S. workforce ($1.2 trillion in wages) is replaceable by current AI systems. Entry-level jobs have plunged 35% since January 2023.

You have a 12-24 month window to capture this premium before AI literacy becomes table stakes—offering zero advantage, just a requirement for employability.

Most executives don’t realize they’re losing.
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MY BACKGROUND

I’ve trained AI systems at Meta, Microsoft, OpenAI and Coursera (via Mercor, micro1, Sepal AI). I’ve architected HR tech stacks, led 12 M&A integrations, and coached 2,300+ executives at Goldman Sachs, Citigroup, Morgan Stanley, Danone, Medtronic, and Fortune 500 companies.
I teach at Wharton’s CHRO program. As a 3x CHRO/CLO, I’ve led 30+ HR transformations across healthcare, tech, and financial services—delivering $1M+ in consulting value, accelerating Glassdoor ratings from 2.7 to 4.3, and increasing project completion 45%.
The executives who WIN in the AI era aren’t the ones with the fanciest tools. They’re the ones who fundamentally rewire HOW they work—and position themselves as irreplaceable.
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WHAT I DO NOW

I publish the most comprehensive research on the “AI Wage Gap”—the shift separating the AI-augmented elite (top 15-20%) from the automated-out (bottom 20-30%).
My AI Wage Gap Report 2026 synthesizes data from BLS, Big 5 firms, Mercer, Aon, WTW, Revelio Labs, Josh Bersin, MIT, Stanford, Harvard, Oxford.
I work 1:1 with executives to:
✓ Develop AI-augmented workflows increasing output 3-5x
✓ Position for 25-56% wage premium roles
✓ Build “Career BEAST MODE™” strategies for portfolio careers
✓ Navigate M&A, org design, AI transformation
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WHO I WORK WITH

→ C-suite (CHROs, COOs, CPOs) navigating AI transformation
→ Mid-career professionals in AI-exposed industries
→ Founders/CEOs implementing AI without destroying culture
→ Career pivoters future-proofing expertise
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THE BOTTOM LINE

The AI Wage Gap is the #1 determinant of career security in 2026—surpassing degrees, experience, industry.
Master AI workflows now and command 25-56% premiums. Or wait—and compete with thousands at zero advantage in 2028.
The window is closing. The choice is yours.
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📥 AI Wage Gap Report 2026 (in Featured)
📧 AI Transformation Consulting / Executive Coaching: yuri (at) yurikruman (dot) com
🎙️ Speaking: same
#AIWageGap #CareerBEASTMODE #ExecutiveStrategy

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 🇮🇱

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

Its hard to write and carry on after the KOKO Networks news,

My heart goes out to all my former colleagues, affected by the shutdown.

I was extremely privileged to have been part of this story,
building the teams that grew KOKO from 400K customers to 1.5M customers.

KOKO built a clean energy company, from manufacturing cookers to the last mile delivery of fuel for customers across Kenya.  It took phenomenal talent to build this. It wasn't all rosy, but it was the most worthwhile and meaningful job we did.  Not to opine on the politics of this, but its extremely sad to see how the government's decision is going to strip away the livelihoods of so many and impact all those homes that came to rely on KOKO.

I am here to help and refer colleagues who need their next opportunity. DM me, if you are looking for solid talent, for your open roles.

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

In HR career growth  does not come from doing more:

❌ more projects
❌ more stakeholders
❌ more responsibility
Saying yes, to everything. You will only remain stuck at the same level 

Here’s the trap:  "The more operationally excellent you become, the harder it is for leaders to imagine you anywhere else.
 - You become indispensable, not promotable
- You’re trusted to deliver, not to decide.

This is why most mid senior HR managers feel exhausted, overlooked and stuck
They are rewarded with work, not progression.

HR careers are not built on volume of work, but on the type of work

I have seen when HR managers shift from task ownership to problem ownership, their trajectory changes fast.

To break the trap, you need to start filtering your effort through these questions:
👉 Does this 
▪️ touch revenue, cost, risk, or performance
▪️ requires judgement, not just execution
▪️ puts you in conversation with decision-makers

If you want to grow in 2026 let it be the year of not doing more, but being known for doing the right things, if you want to grow into a senior partnership role.

2026 New year, New you ... or it depends?
Its only 23 days into the year, and

▪️a president was abducted in the middle of the night
▪️a country murdered 20, 000 of its own citizens
▪️Greenland will now belong to America

But 2026 is still your year... right?

Just finished a week long retreat with colleagues from across Africa in Kigali to get our heads together on the collaboration and acceleration needs.

There's 3 things I learnt last week that I am carrying with me into the rest of the year
  #1 the challenges outside will not stop
 #2 the year is not going to get any easier
 #3 your success does not depend on challenges or ease

It's always easier to blame the economy, the boss, Trump, the bogeyman in the closet. 

But there's a simple truth I can sometimes ignore,

Your success or lack there of will solely depend on you,
✅ How you show up
✅What you prioritize
✅The habits you build everyday

For me, showing up is half the battle , I am working to show up - don't quit, just show up

picture  sunset at The African Leadership University in Kigali

There's a real bulge of talented HR leaders at the mid-level,

Sometimes shuffling from one company to another, but rarely rising to leadership.

It can be frustrating,

Especially when you see great senior roles in HR populated by  non-HR executives.

The truth is ,

Performance and promotion in Mid- Senior HR roles is an outcome of discipline

The discipline to not:
• Take on too many low level tasks
• Spend time on things you are not good at
• shy away from  help when you need it the most

Here’s what many in mid senior HR managers experience instead:
• they are often overloaded
• they are on the verge of burnout
• none of their work is actually driving impact

I shared in my last post - growth in HR is rarely about taking on more.

It is a discipline of simple acts- 
✅ Know your strengths, focus on that
✅Play games you can win, do one thing and do it really well
✅ Learn to say no, or simply ask for help when you are out of depth

Build functional depth and excellence in one core area, and be the best at it.

Then learn how to leverage team strengths to achieve multiple objectives. 

That's how you grow.

I am writing my newsletter this Friday about the 4 HRBP growth moves you can take in 2026- subscribe to read it . Link in the comments

I had about 1000 followers when I first started writing on LinkedIn.
Its been nothing short of fulfilling to grow
  ▪️ +5,000 followers- organically
  ▪️2/3 highly engaging posts weekly
  ▪️A fantastic network of passionate HR Professionals
When I first started, I needed a creative outlet,
 
Then i tried to briefly become an Influenza....( couldn't keep up- real life and what not)
  
This has been my favorite platform to find a community of fellow practitioners.

This year I  want to sharpen focus. ... that's where you come in 

I primarily write motivational/ aspirational content
I want to stretch my self with more educational content

Would love to hear from more of you on how I can  make my content truly educational. 
I have a 5 minute content survey - your insights will help me craft more resourceful content.- https://lnkd.in/dcrth9e9

I recently read the Economists " How HR took over the world, and it got me thinking,

HR roles are said to be at risk of AI/ layoffs, yet why are so many HR managers still struggling with:
▪️ workloads
▪️ burnout
▪️with lack of recognition

Add to this the other dimension current HR education is broken,
 - You are being educated for a world of work that no longer exists.
- Your technical skills will likely be replaced by AI

If you could develop only 3 skills in 2026, then I would pick these 3:

#1: build/ sharpen your competence

It does not matter how well you package yourself, if you cannot deliver
The first skill you need to learn this year , is how to do the job.
 HR has over 20 competences to master.
 Spend time developing and sharpening your competence in atleast one area, go deep.

#2: How you shape influence

They say its not what you do, but how you do it. 
Every organization has its rhythm, its nuance and its politics.
If you want to succeed in 2026, map out your stakeholders.
 There is the organization, and then there's the shadow organization. 
Know who and how decisions are really made. Its never in the meeting you pitch to.

#3: Earning your credibility

Being a credible business partner is the only seat you want at the table.
Find the sticky problems, and solve them the right way.
 You build your credibility, by making sure every problem you solve, does not generate a few others.

If you can do things once, and do them well.

Open article: How HR took over the world by economist.com

Hiring for this role - a Lead Salesforce Platform Engineer & Enterprise Architect to lead the architectural execution and evolution of ALU’s digital ecosystem.  The ideal candidate will enjoy building hands-on while shaping architecture decisions, deploying automation at scale, and establishing modern engineering practices (CI/CD, testing, code quality, documentation, etc).  Apply directly on the link or tag some good candidates that meet the criteria

Most HR managers who feel “stuck” aren’t underperforming.

They’re actually very good at what they do.

The problem is : 
 💔  most are optimizing for effort in a system that rewards impact.

HR careers don’t stall because you’re not smart enough.

 ✅ They stall because the work you’re known for doesn’t translate to senior leader trust.
If your calendar is full but your trajectory feels flat,  my email newsletter is for you . I will be unpacking why hard work isn’t enough anymore, and 4 career moves you can  make in 2026 to change this.

Skills are the new currency in the age of AI 
AI has the competence to supercharge you, but only if you are highly skilled.

Some people use ChatGPT to write emails, others are building automation agents... its a skill issue.

Here are 4  skills that make you unstoppable- 

✅ how you interpret data - become good at analyzing various kinds of business and people data. AI can structure the data, you should learn how to tell compelling stories from the data insights

✅ Be curious about your business- answer the customer service calls, do the sales visits. Understand the nuts and bolts of your organization. AI cant replace this kind of knowledge and context

✅ Prioritize relationships- spend time building genuine and authentic connections with people.

✅ Put People first- lead with empathy, think about the people not the process. Open, transparent communication will open more doors than your AI crafted email. Technology and data are powerful tools, but they will never trump the power of being human first

If AI disappeared tomorrow, which of your skills would still make you valuable to the business?
I’m unpacking what these irreplaceable skills look like in  HR careers , especially for those trying to break into HRBP roles. If this resonated, you’re exactly who I’m writing for.

I would love to hear your comments,  which of these skills are you intentionally developing right now? 
And which one keeps getting pushed aside because “there’s no time”?

Most of us were taught that growth comes from doing more.

More projects.
More responsibility.
More availability.

But in reality, that mindset keeps many careers stuck. Especially in HR, where MORE is your daily reality

I wrote about why “doing more” often backfires — and how to shift from task ownership to problem ownership — here: https://shorturl.at/Rg9oa

There is one  question  that  changed the direction of my career:

Not: “How can I help more?”
But: “What problem am I being trusted to solve?”
That shift moves you from executor to advisor.

Your internal growth comes from trust, not effort.
And trust is built when leaders see how you think — not just how much you do.

I share  more frameworks and  practical moves in my newsletter, 
Subscribe in the comments

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Yuri Kruman 🇮🇱

Angela Centra

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taplio

The Battle

Yuri Kruman 🇮🇱

Angela Centra

Followers

Posts

Engagements

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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