Redesign Your HR Structure

Create a fit-for-purpose HR structure.

Onsite Workshop

Adapting another HR structure over developing a tailored structure:

  • Creates reactive and misaligned HR functions.
  • Contributes to confusion, delays, and wasted effort.
  • Increases overhead expenses when the structure is too broad or complex.

A well-designed HR structure:

  • Defines HR roles and accountabilities, decreasing duplication of effort and confusion.
  • Increases overall HR effectiveness and improves delivery of services.
  • Allows HR to focus on value-added work that pushes organizational performance.

Module 1: Align HR Structure With Strategy

The Purpose

  • Review the current state and desired outcomes.

Key Benefits Achieved

  • Design principles

Activities: Outputs:
1.1 Review organizational and talent strategies and identify implications for HR structure.
1.2 Review organizational structure and identify implications for HR structure.
  • Organizational and talent implications on the HR structure
1.3 Review current HR structure pain points and identify implications for new structure.
  • Current HR structure pain points
1.4 Create design principles.
  • Design principles

Module 2: Define Delivery Characteristics

The Purpose

  • Classify HR functional capabilities according to their priority level.
  • Decide whether each capability will be mostly centralized or decentralized.
  • Outline client-facing capabilities and their mode of delivery (i.e. face-to-face vs. technology-enabled).

Key Benefits Achieved

  • Client-facing and virtual capabilities

Activities: Outputs:
2.1 Identify and define HR functional capabilities.
  • Heat map of HR functional capabilities
2.2 Determine importance and effectiveness of capabilities.
  • Identified the degree of centralization, and the sourcing strategy, for each capability
2.3 Identify delivery characteristics for capabilities.
  • Identified client-facing and virtual capabilities

Module 3: Create the New HR Structure

The Purpose

  • Categorize work units for each capability.
  • Assign accountabilities and create mandates for each work unit.

Key Benefits Achieved

  • Work unit accountabilities
  • Work unit mandates

Activities: Outputs:
3.1 Categorize capabilities into work units.
  • Future state structure
3.2 Identify which work units will be accountable and responsible for each HR activity.
  • Capability-based R/A chart
3.3 Create mandates for each work unit.
  • Work unit mandates

Module 4: Define Roles and Finalize Work Units

The Purpose

  • Identify roles within each work unit.
  • Confirm the new HR structure’s alignment with the design principles.

Key Benefits Achieved

  • Roles for each work unit
  • HR structure

Activities: Outputs:
4.1 Define roles for each work unit.
  • Future state roles defined (two levels below CHRO)
4.2 Finalize the new HR structure.
  • Finalized HR structure (two levels below CHRO)
4.3 Ensure the new HR structure aligns with the design principles.

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Onsite Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn’t enough, we offer low-cost onsite delivery of our Project Workshops. We take you through every phase of your project and ensure that you have a road map in place to complete your project successfully.

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