- 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.
Need Extra Help?
Speak With An Analyst.
- Get on-demand project support
- Get advice, coaching, and insight at key project milestones
- Go through a Guided Implementation to help you get through your project
- 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.