All servicesOrganization design and role definition.
Design reporting lines, define responsibilities and plan how changed roles take effect.
When work moves between functions or business units, reporting lines are only one part of the change. The new structure also has to settle who owns the work, who approves commitments, and which services other teams can expect. We compare the current organization chart and role descriptions with those operating requirements.
The assignment develops structure options and explains the consequences of each. Role profiles describe responsibilities and decision authority; the transition plan covers the approvals, communications, and dependencies needed to introduce them. The scope can be one function or several parts of the organization.
Employment, compensation, and individual selection questions are identified separately for the employer and its appointed advisers.
What the work covers.
- Map the current structure, reporting relationships and principal responsibilities
- Review the work and decisions assigned to each organizational level
- Develop and compare structure options
- Define changed roles and plan the transition
Structure options and role profiles.
- Current organization and responsibility assessment
- Structure options with the reasons for each design choice
- Proposed organization chart and reporting arrangements
- Role profiles and responsibility definitions
- Transition plan with decisions and dependencies
Where the work stops.
Employment decisions remain with the employer. Legal, employee-representation, compensation and individual-selection work requires a separate scope and appropriately qualified advisers, appointed by the employer.
What to bring to a first discussion.
- Current organization charts and relevant role descriptions
- The activities, locations and teams covered by the change
- Known operating constraints and the decision-making timetable
- The sponsor responsible for the final structure