Organizational design and company structure
We help companies build a clear organizational structure, distribute responsibility, eliminate duplication of functions and prepare the organization for growth, restructuring or transformation. We analyze the existing structure, roles, functions, reporting lines and interaction between departments so that the management system becomes clearer, more logical and easier to manage.
At a glance
Business owners, CEOs, HR directors, operations directors and management teams
Structure diagnostics → design → validation → implementation
Defined after analyzing the current structure, business scale and number of departments
Organizational structure, distribution of roles, responsibility matrices, job profiles and interaction logic
For whom
- Companies that are growing, becoming more complex or going through restructuring and need a clearer management structure
- Business owners and CEOs who need to eliminate duplication of functions, unclear responsibility and manual management
- HR directors and management teams that need to formalize roles, functions, reporting lines and interaction between departments
When you need it
- It is unclear in the company who is responsible for what, where one role ends and another begins
- Functions are duplicated between departments, while some important tasks remain without a clear owner
- The organizational structure developed historically and no longer corresponds to current goals, scale or business model
- Growth, restructuring or transformation requires a new logic of management, reporting lines and interaction between teams
What's included
- Analysis of the existing organizational structure and management logic
- Development of a new organizational structure or optimization of the existing management structure
- Distribution of roles, functions and areas of responsibility between departments and positions
- Development of functional maps and responsibility matrices
- Description of key department functions and the logic of interaction between them
- Development of job profiles and job descriptions
- Audit of existing job descriptions and elimination of duplicated functions
- Design of career levels and support for the company during growth, restructuring or transformation
What you get
A clear organizational structure
A structure where it is clear which departments exist, how they are connected, who they report to and what role they play in the business.
Distributed responsibility
A clear understanding of roles, functions and areas of responsibility, which reduces duplication, conflicts and management uncertainty.
Described roles and functions
Job profiles, job descriptions and descriptions of key department functions that can be used in management, recruitment, assessment and employee development.
A foundation for growth and change
An organizational model that helps the company scale, redesign processes and manage change more consistently.
How we work
- 01
Diagnostics
We study the current organizational structure, roles, functions, reporting lines, areas of responsibility, interaction between departments and management problems that arise in daily work.
- 02
Design
We develop the target organizational structure, distribution of functions, responsibility matrices, functional maps, job profiles and the logic of interaction between departments.
- 03
Validation and implementation
We discuss the proposed model with business owners, CEO, HR and managers, clarify controversial areas and help prepare management decisions and change communication.
- 04
Sustain
We hand over the final documents, recommendations and tools, help define next steps and support the company in applying the new structure in practice.
Q&A
How does work on the organizational structure start?+
We start with an analysis of the current structure, business context, company goals, existing roles, functions, reporting lines and problems that are already visible in management. Only after that can we determine whether a new structure is needed or whether optimizing the existing one is sufficient.
Can we review only one department instead of the whole company?+
Yes. The work can be comprehensive or focused on one department, function or management level. For example, we can separately review the structure of HR, sales, operations, administration or the management team.
How is organizational design different from a simple structure chart?+
Organizational design is not just a nice chart with boxes and reporting lines. It is the logic of distributing functions, responsibilities, roles, management levels, interaction between departments and decision-making.
What happens after the new structure is developed?+
After the structure is developed, the company receives documents, recommendations and implementation logic. After that, job descriptions can be updated, processes reviewed, KPI distributed, changes communicated and managers supported in the transition to the new working model.