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.
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.
Redesign Your HR Structure Research & Tools
1. Align HR structure with strategy
Review the current state and desired outcomes, create design principles, and identify HR functional capabilities.
McLean & Company is an HR research and advisory firm providing practical solutions to human resources challenges via executable research, tools, diagnostics, and advisory services that have a clear and measurable impact on your business.
What Is a Blueprint?
A blueprint is designed to be a roadmap, containing a methodology and the tools and templates you need to solve your HR problems.
Each blueprint can be accompanied by a Guided Implementation that provides you access to our world-class analysts to help you get through the project.