Laurie McGraw is speaking with Inspiring Woman Lana Krasnyansky, Senior Manager of HR Transition at TriNet, as part of the Women Who Inspire: HR Leaders Series – A collaboration between Transcarent and the Inspiring Women Podcast with Laurie McGraw
Lana shares her journey and insights into leadership. Her diverse career path started with a passion for creativity and the arts. From launching a dance studio in her kitchen at 13 to managing HR at a prominent PEO, Lana emphasizes the importance of continuous learning and resilience in achieving professional success.
Throughout the discussion, Lana highlights the critical role of empathy and authentic leadership in her approach. She discusses the challenges and complexities of HR management, especially in navigating evolving regulations and supporting diverse organizations. Lana’s leadership style focuses on empowering her team and fostering a supportive work environment where individuals can thrive.
As an advocate for women in leadership, Lana encourages listeners, particularly women, to embrace career pivots and pursue their passions without giving up. She underscores the value of balance between personal and professional life, sharing practical advice on achieving fulfillment in both realms. Lana’s dedication to making a meaningful impact on her team and clients exemplifies her commitment to driving positive change in the workplace.
Overall, Lana’s story serves as a beacon of inspiration, demonstrating how creativity, resilience, and empathetic leadership can shape a successful career journey in HR and beyond.
This series of Human Resources Leaders and the future of work is sponsored by Transcarent, a One Place for Health and Care.
About Lana: Skilled human resources professional & people leader who has structured HR departments and supported companies in successfully implementing benefits, policies and organizational structure that focuses on strategic HR business solutions that drive growth, change, and instill a culture of excellence. Throughout Lana’s successful 25-year career trajectory, she gained expertise within employee relations, recruitment, compensation, benefits design/administration, HRIS implementation, pension and retirement planning, policy and procedure creation, orientation and training, performance management, and talent retention. For the past 10 years, Lana has been guiding companies and built an internal team that provides consultative HR guidance to TriNet’s onboarding new larger customers by trouble shooting and leading clients through employment laws, principals and “best practices” gained through diversified experience at mid-size to large private, public, and non-profit corporations, including start-ups. Lana managed the implementation of Human Resources Informational Systems, policies, procedures, company-wide strategic programs and initiatives. Lana created streamlined HR departments, that were controlled in expenditure and focused on goals of internal and external stakeholders. Lana continues her successful track record of building high performing teams. Ms. Krasnyansky holds a BA from the University of Akron, is an active member of SHRM, HRNY, as well as various Chambers of Commerce.
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I would say that
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you have to not not give up a
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pivot and maybe find a way and a
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solution and and, you know, logically think about.
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Here's what I wanna do, how do I
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do it? How do I wanna do it
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financially. There's a lot of degree programs now
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even that are looking at
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differentiating the the usual environment, making it less
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expensive and doing it completely without,
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an on sight, just doing it virtually. Keep
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learning. If you've got a phone and then
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in Internet, now, you could take any classes
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you want. If you have a half hour,
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if you... You're on a subway, you're in
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a bus, whatever it is. I try to
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really constantly be doing something, which maybe not
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they're not always right. But I just hope
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that people will
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continue to
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know that if today may maybe be not
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the best day, But tomorrow is gonna be
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a better day. And if you continue to
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look at what you love to do in
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life personally
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professionally, I truly believe that there is a
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balance. It's hard work, and you're not gonna
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feel balance every day, but maybe 1 day
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you're gonna focus more and being a mom,
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And then the next day you focus morning
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in your career and.
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This is inspiring women, and I I'm speaking
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with Lana Cro,
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and she is the senior manager of Hr
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at Tri, and we're here at the She
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conference, and Lana, thank you for being on
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inspiring women.
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Thank you for having me Lori, it's a
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pleasure and an honor to be here really.
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Great. Well, this is this is our closing
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episode of inspiring women at conference, and I'm
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really excited to be speaking with you. So,
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Lana, maybe you could tell us a little
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bit about what you do at Tri net
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and also what does Tri net do?
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Certainly, I'd be happy to. So Tri net
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is a professional employer organization. Mh. We are
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in our
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I'd say probably
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30 fourth year in business. Here. We're headquartered
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in California. We're a public company, and we
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have been public for 10 years. Okay. On
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March 30 first, which also happens to be
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my Tri, 10 year anniversary. Oh, my god.
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I share
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Tri nuts
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anniversary of going public with my Tri anniversary.
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So it's truly an honor.
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And what Tri does really is we help
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companies. We partner with medium sized, small businesses,
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and we help them streamline their Hr department.
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Okay. So we will support all of their
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function.
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Within,
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payroll benefits
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within the Hr platform within workers
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compensation, leave of absence,
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So what we're really doing is we are
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then becoming c employers. Yep. So that their
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employees are employees of Tri net and of
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their particular
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organization. Oh, So their... Your, the payroll is
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under our Fe,
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and we take on certain responsibilities
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and then the client keeps certain responsibilities, so
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we don't step on each other's toes, and
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that's how we create that c employment structure.
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Mh.
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So, the world of just sort of, you
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know, what Hr departments do, employee benefits and
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the laws that you need to comply with,
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and also, everything that we went through during
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the pandemic. I think that this world has
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become far more complex.
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And so that has to be something that
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has been an issue for small and medium
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sized employers. Is that correct? That is absolutely
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correct.
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And it's it's an ongoing issue that gets
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more complicated and more
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intricate if you will as the trajectory of
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Sick, for example. That's just top of mind
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from my team
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because there's constant
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laws that are added
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onto to different jurisdictions for sick. Mh. And
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why not have a federal sick leave even
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call it a day?
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I don't know. Because
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because I think that that would be that
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would be streamlined then that would make sense.
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But the reason Sick leave is a newer,
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I'd say,
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trajectory that came in probably about
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5, 6 years ago maybe be earlier,
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but the reason for Sick leave is to
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support and make sure that our temporary and
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part time workers have some sort of a
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paid lead. Mh. As a lot of times,
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employers will have the the Pto or vacation,
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but it's for full time employees. Mh.
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And so that started
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in states like California and so on, and
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then other states pick it up, and then
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you have other jurisdictions that will create their
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own
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specifics. Can you front load? Can you not?
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How much you have to carry over and
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there's a lot of parameters around it, and
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it's not black and white. Yep. And so
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it it... That's just 1 complexity. Yep. Out
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there. There's constant new
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legal
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around paid family leave and certain dollars that
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have to come out of employees. Pockets or
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or employers pockets. And so Tri is really
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there to support,
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all avenues. And, of course, during the pandemic,
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we had all of that to deal with.
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Mh. So so, Lana, just to give us
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a sense of the scale of what you're
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dealing with as a business of Tri net.
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Mh. How many different companies do you work
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with?
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We have around 30000,
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my. And we have around 600000
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works site employees. And... Now these are approximate
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figures.
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But around 600000 works site employees. And so
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how do you manage the, both the, you
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know, in terms of what the company's mission
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is in terms of the customers that you
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are serving
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and the people that you were serving, the
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team members of Tri? What how do you
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marry those value? Is of the business objectives
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with the human resources objectives that you might
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have your team members.
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Certainly, it's a great question, Laurie. And it
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it it's a constant It's the journey, and
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not the destination. Yeah. We're constantly working on
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from a Tri standpoint. We're constantly listening to
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our clients. Yep. And we we want to
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know what they need? What do they want
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to make their business successful? Because as their
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businesses are growing, that's how Tri is growing.
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The more clients, we have the more works
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that employees, we have the larger we can
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scale from an organization. So we have our
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leadership constantly out there speaking to clients and
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asking them what their mission is, what their
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thoughts are. We've create... Incredible industries. We've got,
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you know, companies that are
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serving
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organizations that potentially are in need
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Or different, you know, veterinary
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organizations and
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homeless, you know, companies that they hear need
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or wide diversity entrants like types of organizations
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we do that you're that you're serving. Wanna
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we take this,
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conversation and just, you know, a little bit
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about you? Like, just can you give us
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a bit of your bios sketch in terms
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of, like, you know, how did you get
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here? To be the level of professional that
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you are today? Where did it begin? I
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started young.
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I did start, I I did start young
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and and my family were immigrants, so we
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we came over from the Ukraine. Mh. And
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I saw my parents work So... And I
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I love to work. I think that if
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they constantly have to keep learning. And so
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I started, you know, working literally at 13,
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and I moved my
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parents kitchen around and put lana a school
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of dance and started teaching Dance at 13,
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and then I was working at Sa fifth
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Avenue at 16. I was the youngest person
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there as a a floater I floating around,
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and that's how I learned how to gift
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rep. But I also have AAA very
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diverse background in theater and in dance. I
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actually got my degree dance and in business.
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I owned a dance studio at 18 while
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I was going to college. I this. Moved
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to New York,
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in my early twenties where I started my
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Hr career because my father had suggested it.
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U. Okay. But I also then, had a
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dream of being on Broadway, which I decided
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not to pursue. Okay. But I did meet
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an incredible
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organization that
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they're in their 90 second season. And so
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I joined and they're the longest running off
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of Broadway house. And so that is how
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I did my musical theater. I directed shows.
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I produced shows. I performed in shows and
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I did that all in the evening, and
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then that's how I started my Hr career,
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really my professional trajectory.
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At a company called Jc CCI don't know
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if you've ever noticed in airports.
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If you if you look at a billboard,
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a digital billboard, it's probably gonna say Jc
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c C. Okay. Headquartered in in
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in France, but they're all over, the Us
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as well, and that's how I started as
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an Hr coordinator and then I worked in
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internal Hr for
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15 some years in New York, working for
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midsize company started a coordinator, generalist manager, director
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and so on. So how does how does
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a creative
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talent like you,
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you know, find fulfillment
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professionally in the world of Hr, How do
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did square that circle face?
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Well,
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I also love business. I also love operations,
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and I love people. Yep. And hence the
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human resources factor of it, and I love
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making an impact in influencing companies. So 10
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years ago,
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I started with Tri. And after internal Hr,
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I wanted sort to be on that consultative
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side. And because I did it. Now how
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can I help companies
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do it? From that Hr perspective.
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And I found Tri nut or Tri found
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me? I think it was it was both
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And I I love it. Tri It's an
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amazing company gives us a lot of flexibility
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to live anywhere you want we're nationwide.
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And what's really fantastic is I could still
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be creative.
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Because I now built a team Mh. Of
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Hr professionals,
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thankfully, I have the support of my leadership,
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Karen Tram and Heather Y Tom,
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that really gave me this opportunity, which always
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honored, to build a team from the ground
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up and a company as largest Tri nut
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is not something you often come by. Right.
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And I created all that we do within
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our processes. A lot of team members. I
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mean team in total, I have a supervisor
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that manages extra
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the company that you're the company all for?
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How large is is Tri in terms of
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number of people that you're taking care of?
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I mean, as from the Hr or.
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We... So my team, we take care of
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the customers coming on to So we're not
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taking care of, we're we're not in in
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Trying corpus just 30000.
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Jeff.
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Well, not all in the same day.
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But as they onboard
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to Tri, that's when we're taking care of
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their of their Hr Yep. Needs
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throughout their onboarding. So I get to be
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creative with my team. And how do we
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structure how do we elevate? We're in year
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3? I'm working now with Sc to get
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my team certified. Yep. So I'm the train
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the trainer? Meaning, I'm the 1 doing the
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training. U. For my team.
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And, if taken that initiative to make sure
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that I support them during the day and
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during the work day so that they can
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they can work towards getting their certification.
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And so I get to be creative. That
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was my, you know, a Tri nut. The
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job description says they've to be certified. Doesn't
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it say, how?
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Lana, if you that now 10 years in
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at Tri, and, you know, balancing
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a
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a just, you know, theatrical
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and creative,
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you know, aspect of who you are with
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the business mindset that you have, for your
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profession optional day job. Let's just call it.
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You've talked about when we were earlier chatting,
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you talked about the desire you have to
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have impact. I wonder if you could just
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expand on that a little bit, Like, what
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is important to you? In terms of when
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you show up at work, what what does
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impact actually mean to you?
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Well, it's it's so many different conglomerate when
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you're thinking about impact because all of the
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roles we play in our human life
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daughter,
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wife,
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mother,
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professional,
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obviously,
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all of that really plays a role into
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how you show up. Mh. And it... It's
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interesting when I took some of those diagnostic
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tests,
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I show up the way I see myself
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show up. It's pretty even. Yep. So I
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just I just tried to to be myself,
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and I lead with empathy. I
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I lead with the direction of people have
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their own book of business and they're the
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leaders. Of their own book of business. They're
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directing their book of business. Mh. I set
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the parameters. I'm there to support. I'm there
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to be creative when They need to be.
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Mh. And attend client calls of But I
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have an incredible team
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because I think they feel empowered. Yep. They
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feel empowered to get out there, and that's
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making an impact. And I've had some people
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tell me that I've made an impact on
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their career and personal life to the point
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of where they have no words. In fact,
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I recently got that feedback, which was which
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was really lovely. So I try to make
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an impact for people's lives professionally,
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and and that's why I wake up from
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a a standpoint of work. And of course
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I love Tri as a business. I believe
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in it. Mh. I believe in what we
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do because we're impacting companies, and we're helping
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them grow and we're streamlining them Yep. Hopefully,
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their people. And then I have about 6
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year old daughter who actually is just turning
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7,
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July eighth, and I an amazing husband. So
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1 is enough.
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Plus plus the husband.
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And so I try to make an impact,
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and she sees me work, and I'm lucky
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to work from home. Yeah. At least so
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I'm there, and
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and I try to make an impact on
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her and also my husband.
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Melania, you're talking about things that I think,
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you know, I've talked to many
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Hr leaders, you know, and human talent
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leaders through inspiring women. And what I've heard,
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and I think that you're you're showing in
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this conversation is just empathetic
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empathetic
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leadership.
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Authentic
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leadership and just qualities that seem more important
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today than they ever have been before.
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And that doesn't mean that they're not tied
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to business results in terms of what an
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organization needs to have, But those qualities they
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I'm not putting words in your mouth. I'm
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just expressing that it's really shining through. And
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I'm just wondering, you know, how do you
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think about that in terms of, you know,
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leaders that you're growing. Or what you're trying
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to do with the customers that you're serving.
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Well, the leaders that I'm I'm growing, I'm
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really hoping that they feel that.
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Come through that I show up every day
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to support them and to make them
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professionally shine. Mh. And and they see that.
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And I think that, you know, they can
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really
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understand that I'm there for them. Mh. And
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I want them to be whoever it is
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that they wanna be. You know, when they
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come and they say,
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what about... You... I'm not where I wanna
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be in my career? Well let's let's think
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about how do you wanna get there? Do
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you wanna be an individual contributor? Because that's
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a leader as well or do you wanna
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lead people?
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And let's think about how we get there.
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And let's think about what trainings? China has
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a lot of training opportunities
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And now we're doing the Sure certification, hopefully
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getting ready for that. Tri does have a
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tuition reimbursement for degree programs. Wonderful. And I've
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2 people on my team 1 getting a
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masters and 1 a bachelor's. Mh. So I
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it really tried to to impose that work
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life balance and to keep inspiring people so
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that they are going to grow into them
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their best selves. Mh. Really. 1, if you
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think about just, like the, you know, issues
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that you have been facing over the past
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10 years of growing your team and growing
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your client base
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at Tri. What are the issues of the
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future. So it's always important to look forward,
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but based on learnings from experience. So what
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are you thinking about today for the next
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10 years?
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I think the next 10 years, it's interesting.
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I think we're gonna have a lot of
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Ai going on. Mh.
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And I... My husband's and technology. So he
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knows the ins and outs a lot more
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than I do. I'm more in the people
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sectors. Yeah.
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But
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I was fortunate enough to participate in a
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in around for Sure this afternoon talking about
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that. And I think that we're going to
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have a lot more visibility
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to Ai and and really, that's gonna help
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us work Mh.
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Smarter, not harder. It's not gonna replace people.
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It's impossible for it to do that. Yeah.
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In my opinion. I mean there's certain roles
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maybe, but the humans factor is always there,
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and I don't think you can ever possibly
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take it away. Just like virtual, you could
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be virtual, but there's nothing like you and
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I sitting here. Supposed to we chat virtually.
00:15:44
And hopefully, we will stay touch and do
00:15:46
that. So I think we're gonna see a
00:15:48
lot of that, and we use it currently
00:15:49
as well.
00:15:50
For, our calls. Yep. And
00:15:53
we we have amazing follow up generated through
00:15:55
Gong. Because
00:15:57
it's it's right there for you. So it's
00:15:58
easier in my team.
00:16:00
To follow up, and that can give me
00:16:02
the ability to be a little bit more
00:16:04
little bit more strict on that and say
00:16:06
that you have to follow up after each
00:16:07
call as opposed to before I was very
00:16:09
lenient because I know how it is. Yep.
00:16:10
When you go from call to call,
00:16:13
it's impossible. And we're Lot we're all on
00:16:15
that sort like, you know, back to back.
00:16:17
I mean, 1 of the things of being
00:16:19
actual environments is that you can just stack
00:16:21
up point in of view whether it's meetings
00:16:23
or discussions and so taking technology and Ai
00:16:27
and
00:16:28
applying it to things that can be overly
00:16:31
complex and simplifying that in ways and so
00:16:34
that ways that are just so important. You
00:16:36
know, at Trans who is hosting this podcast
00:16:39
series. We're talking to amazing
00:16:41
leaders, we think about Ai as an enable
00:16:43
mint tool but always with human support that's
00:16:47
just critical and trying to find really simple
00:16:50
solutions whether it's navigating benefits or you know,
00:16:53
getting care delivery or coordination. Those are the
00:16:56
types of things that we look
00:16:58
to provide. Wanna is we think about just,
00:17:00
you know, you know, yourself as a leader,
00:17:03
all the years of learned experience being the
00:17:06
impactful leader that you are, I wonder if
00:17:09
you wouldn't mind closing out this inspiring women
00:17:12
conversation with just some words of wisdom
00:17:14
that either you've learned along the way that
00:17:17
you might share with others.
00:17:19
Of course.
00:17:20
And I've I've learned a lot as I
00:17:22
said, I started young. If I started at
00:17:24
too.
00:17:26
But I think that really what's very important
00:17:28
first of all is
00:17:30
to keep learning and to never give up,
00:17:33
you could pivot and I think that that's
00:17:35
what I did in New York when I
00:17:37
decided not to pursue my Broadway career. It's
00:17:39
not that I said I'm not gonna be
00:17:40
in the arts I'm not gonna dance. Well,
00:17:41
you stayed. I and I I still teach
00:17:44
wow for the Cleveland Ballet theater,
00:17:46
in in Ohio. So I still... I teach
00:17:48
lots of different Ballet tap as, I teach
00:17:50
an adult class. We call it Broadway bubbles
00:17:52
and heels. Oh my god. Every other Friday
00:17:55
We have cheese and champagne after class. So
00:17:58
I take that class. I would lie honor
00:18:00
kidding. I'm not taking that class. But I
00:18:03
I would say that
00:18:04
you have to not not give up a
00:18:06
pivot and maybe find a way and a
00:18:09
solution and and, you know, logically think about
00:18:11
here's what I wanna do. How do I
00:18:13
do it? How do I wanna do it
00:18:15
financially? There's a lot of degree programs now
00:18:17
even that are looking at,
00:18:19
differentiating the the usual environment making it less
00:18:22
expensive and doing it completely without,
00:18:25
you, an on sight, just doing it virtually.
00:18:28
Keep learning. If you've got a phone and
00:18:31
in in Internet. Now, you could take any
00:18:33
classes you want. If you have a half
00:18:34
hour, if you... You're on a subway, you're
00:18:36
on a bus, whatever it is. I try
00:18:38
to really constantly be doing something, which maybe
00:18:40
not they're not always right. But I just
00:18:42
hope that people will
00:18:44
continue to
00:18:46
know that if today may be not the
00:18:48
best day, but tomorrow is gonna be a
00:18:49
better day. And if you continue to look
00:18:51
at what you love to do in life
00:18:53
personally and professionally, I truly believe that there
00:18:55
is a balance. It's hard work, and you're
00:18:57
not gonna feel balance every day, but maybe
00:18:59
1 day you're gonna focus more and being
00:19:01
a mom, and then the next day you
00:19:02
focus more in your career and
00:19:04
a close friend Melissa Rap, who's also
00:19:06
an entrepreneur
00:19:08
Ceo,
00:19:09
author. She actually has that in her book
00:19:11
where
00:19:12
certain days you focus on certain things. You're
00:19:14
not gonna be everything in 1 day, but
00:19:16
you can have it all. Mh. And I'm
00:19:18
not by any means done. I think I
00:19:20
a long ways to go. But I hope
00:19:22
that people will continue to be inspired, get
00:19:24
inspired and and and pivot instead of instead
00:19:27
of changing their mind or completely giving up.
00:19:30
Lana, I have say that I am inspired
00:19:32
just listening to you. I mean, your energy
00:19:34
and your passion, you're obviously living the values
00:19:36
and the advice that you're giving to others
00:19:39
This has been an excellent inspiring women
00:19:42
conversation. I've been speaking with Lana Cro.
00:19:44
And Lana, thank you so very much. Thank
00:19:47
you so much for having me Lau it's
00:19:48
an honor. Thank you. I really enjoy it.
00:19:50
This has been an episode of inspiring women
00:19:52
with Lori Mcgraw. Please subscribe rate and review.
00:19:56
We are produced at executive podcast
00:19:58
solutions. More episodes can be found on inspiring
00:20:02
women dot show.
00:20:03
I am Lori Mcgraw, and thank you for
00:20:05
listening.