Redesign the Structure of HR Functions
Structure enables strategy. Optimize HR function structures to meet evolving needs.
- Structure misalignment risks wasted efforts on non-value-added work, increased overhead expenses, and confusion over responsibilities.
- Ineffective structure redesign presents risks to employee engagement, productivity, retention, and the employee experience.
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
Our Advice
Critical Insight
Imitating common structure designs without contextualizing them for the organization risks doing more harm than good. Effective structure redesign is rooted in strong change management and strategic alignment with the function, HR, and organization.
Impact and Result
- Redesign the HR function structure to enable strategy and meet evolving needs as internal and external factors shift.
- Establish future-focused design principles to ensure the structure supports current and future needs and adapts to workload fluctuations.
- Use change management tactics to effectively communicate the anticipated change and ensure impacted employees are equipped to succeed in the new structure.
About McLean & Company
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.
Need Extra Help?
Speak With An Analyst
Get the help you need in this 4-phase advisory process. You'll receive 8 touchpoints with our researchers, all included in your membership.
Guided Implementation 1: Prepare for structure redesign.
- Call 1: Discuss the plan to set up a project team, determine the desired level of transparency, and gather information about the current and future states.
- Call 2: Identify strengths, weaknesses, opportunities, threats, and structural implications relating to the internal and external factors influencing the function’s structure.
- Call 3: Discuss constraints for structure redesign, establish design principles, and set goals and metrics to track the success of the redesign.
Guided Implementation 2: Determine the required jobs.
- Call 1: Discuss how to identify the function’s degree of centralization and the role of outsourcing and contingent workers.
- Call 2: Understand how to group together activities that will be completed by the function and select jobs that will be responsible for their completion.
- Call 3: Review how to determine the headcount required for each job and build adaptability into the new structure.
Guided Implementation 3: Design the function’s new structure.
- Call 1: Review the updated reporting structure, uncover program implications, and plan to gather feedback to finalize the structure.
Guided Implementation 4: Implement and communicate.
- Call 1: Plan to communicate changes, support impacted employees through the transition, and discuss next steps.
Contributors
- Reema Akhtar, Director, HR & Admin, SeerSolutionz
- Hassan Choughari, Group Human Capital Director, Jaroudi Group
- Liz Corey, VP of People, Moultrie
- Jan De Visch, Owner, Managing Director, Connect & Transform, Executive Professor, Flanders Business School
- Jennifer Hickey, Learning and Development Facilitator & Consultant
- Erin Imhof, Human Resources Leader
- 3 anonymous
Organizational Design Guide
Reconceptualize Job Descriptions
Redesign Your HR Structure
Redesign the Structure of HR Functions
Plan for HR Shared Services
Determine the Right HR Outsourcing Solution
Optimize Span of Control