The Challenge You Face
Your current organisational structure was designed for the old ways of working. Now you're transforming processes, technology, and services, but your structure, roles, and accountabilities haven't kept pace.
You're experiencing:
- Structural misalignment - Structure designed for old processes, not new ones
- Accountability confusion - Unclear who owns what in the transformed state
- Capability gaps - Roles exist, but skills don't match requirements
- Change resistance - People defending structures instead of enabling outcomes
- Political sensitivity - Organisational change is highly visible and politically charged
- Cost pressure - Need to reduce headcount while improving capability
- Timing uncertainty - When to restructure relative to transformation delivery
Poor organisation design undermines brilliant transformation strategy.
What We Deliver
We provide comprehensive organisation design services that align structure with strategy:
- Target Operating Model Design - End-state organisational structure aligned to transformed processes
- Role Definition & Design - Clear roles with responsibilities, accountabilities, and capability requirements
- Organisational Structure Options - Multiple structure options evaluated against defined criteria
- Capability Mapping - Current vs. required capabilities with gap analysis
- Transition Planning - Phased approach to organisational change aligned to transformation delivery
- Consultation Strategy - Stakeholder engagement and staff consultation approach
- Job Evaluation & Grading - Role sizing and grading within HR frameworks
- Appointment & Selection Process - Fair, defensible processes for filling roles
- TUPE & HR Compliance - Navigation of employment law and union agreements
- Change Impact Assessment - Understanding people implications of organisational change
How We Deliver
We combine analytical rigor with political sensitivity:
- Current State Analysis - Understand existing structure, roles, and pain points
- Strategic Alignment - Link organisation design to transformation strategy and outcomes
- Operating Model Design - Define target processes, accountabilities, and governance
- Structure Options Development - Create 2-3 viable organisational structures
- Options Evaluation - Assess options against criteria (cost, capability, deliverability)
- Detailed Role Design - Define roles, responsibilities, and person specifications
- Transition Planning - Phased implementation aligned to transformation
- Consultation Process - Engage stakeholders, unions, and affected staff
- Implementation Support - Support HR through appointment and mobilisation
We bring independence and public sector experience navigating politically sensitive organisational change.
Deployment
This service flexibly deploys across transformation:
- FOUNDATION - Define the organisational case for change
- MOBILISE - Design target operating model and secure approval
- DISCOVER - Test organisational assumptions through discovery
- DESIGN - Detailed role design and transition planning
- PREPARE - Conduct consultation and appointment processes
- TRANSITION - Support people through organisational change
Timing is critical. Too early and you're restructuring for an uncertain future. Too late and structure blocks transformation.
Domains
This service addresses three domains:
- People - Organisational structure, roles, capabilities, and change impact
- Process - How work flows through the organisation and where accountabilities sit
- Contracts - Implications for outsourced services and supplier management
Leaving a Legacy
When we exit, your organisation will have:
- A clear target operating model with leadership and staff understanding
- Defined roles with clear responsibilities and accountabilities
- Capability-aligned structure designed for the transformed state
- Fair appointment process that withstands scrutiny
- Engaged workforce understanding the rationale for change
- Embedded HR capability for future organisational changes
- Documentation of design principles and decisions
This isn't a consultant's deck. It's an implemented organisational change.
Our Approach to Sensitive Organisational Change
Organisation design is politically charged. We bring:
- Independence - No vested interest in specific outcomes
- Evidence-based approach - Decisions grounded in data and analysis
- Stakeholder engagement - Early involvement of unions, staff, and leadership
- Fairness - Defensible, objective processes throughout
- Transparency - Clear communication of rationale and criteria
- Compliance - Navigation of employment law, TUPE, and HR frameworks
- Humanity - Recognition that organisational change affects people's lives
We help you make difficult decisions with integrity.
Related Services
This service combines powerfully with:
