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Redesign the HR Structure

Create a fit-for-purpose HR structure.

  • There is no one-size-fits-all approach to HR structure redesign. A structure that is misaligned with the organization leads to significant costs, non-value-added work, increased overhead expenses, and confusion over responsibilities.
  • The impact extends beyond operations. Poor redesigns disengage employees, reduce performance, and create retention challenges.

Executive Summary

Critical Insight

  • There is no universal blueprint for HR structure. Design a fit-for-purpose structure that reflects the organization’s unique strategy, needs, and context rather than relying on a borrowed template. A well-aligned structure enables strategic impact, reduces redesign cycles, and elevates the employee experience.

Impact & Result

  • Redesign the HR structure to enable strategy and adapt to evolving internal and external shifts.
  • Establish future-focused design principles to ensure the HR structure supports both current and future organizational needs.
  • Align HR structure with functional capabilities, business lines, and strategic objectives, ensuring it is fit-for-purpose rather than imitative.

Research & Tools

2. Define delivery characteristics

Determine each capability’s priority, centralization level, cosourcing/outsourcing, and delivery mode.

3. Create the new HR structure

Create work units as well as their accountabilities and responsibilities to finalize the new HR structure.

Workshop

Engage McLean & Company facilitators to lead your team through the Redesign the HR Structure online workshop.

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Workshops offer a structured 3-5 day session designed to help HR teams and organizations address specific challenges and implement HR best practices.

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