- There is no one-size-fits-all HR structure, as no two HR functions are the same – they have different strategic objectives, clients, employee value propositions, etc.
- Designing an HR structure is complicated and often doesn’t produce the desired results.
- A poorly structured HR function impacts the larger organization, as it can result in bottlenecks and delays in meeting client needs or misalignment between priority HR capabilities and HR resource allocation.
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Our Advice
Critical Insight
- There is no one-size-fits-all structure. Invest time in identifying how the HR function enables your unique organizational strategy.
- Optimize HR to ensure resources are allocated where they will have the biggest impact and create no conflict between subfunctions.
- Prepare for iteration. Designing an HR function is an iterative process that requires re-evaluating previous design decisions to ensure they are still appropriate.
Impact and Result
- Design a fit-for-purpose HR structure rather than replicating or copying another.
- Design for the future, aligning HR structure and HR functional capabilities with organizational and line of business strategic objectives.