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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

1. Align HR structure with strategy

Review the current state and desired outcomes, create design principles, and identify HR functional capabilities.

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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