Organisation Design & Workforce advisory
Organisation Design & Workforce
Design clear operating models, structures and roles that support strategy, accountability and performance.
Reward Associates connects organisation design with workforce planning, job size, levels and pay so that structural decisions are practical, affordable and implementable.
Organisation Design
- Operating models and target operating models
- Organisation structures
- Spans and layers reviews
- Delayering
- Workforce sizing
- Role design
- Accountability and decision rights
- Management ratios
- Capability mapping
- Restructuring and transformation
Operating Model to Reward Framework
A strong design creates a clear line from how the organisation operates to how roles are defined, evaluated and rewarded.
Spans, Layers & Delayering
Analysis
Management layers, spans of control, reporting relationships, role duplication, decision bottlenecks, management ratios and structural cost.
Design
Design principles, target layers and spans, accountabilities, role changes, transition options and implementation risks.
Workforce Planning & Capability
- Strategic workforce planning
- Demand and supply analysis
- Critical roles and scarce skills
- Capability mapping
- Workforce segmentation
- Location and sourcing choices
- Scenario modelling
- Workforce cost and affordability
Our approach
Diagnose
Understand strategy, performance issues, work, structure and workforce data.
Design
Develop operating-model and organisation options with clear principles.
Test
Model roles, layers, capability, cost, decision rights and transition impact.
Implement
Support role definition, consultation, selection, communication and governance.
Questions we answer
What is the difference between an operating model and an organisation chart?
An operating model explains how capabilities, processes, governance, technology, locations and people work together. The organisation chart is one structural expression of that wider model.
What is a good span of control?
There is no single ideal number. Appropriate spans depend on work complexity, role similarity, manager capability, geography, risk, employee experience and the level of support available.
How does organisation design connect to reward?
New structures change role scope, job size, levels and career paths. Connecting design to evaluation, grading and pay reduces inconsistency and implementation risk.
Related expertise
Organisation Design & Workforce support
Organisation Design & Workforce works best when decisions are based on clear principles, reliable evidence and practical governance. We help organisations assess the current approach, model choices and trade-offs, agree a proportionate design and prepare stakeholders for consistent implementation. The work is tailored to the organisation’s strategy, workforce, risk profile and available budget, with clear outputs that can be maintained after the engagement.
Discuss organisation design
We can provide an independent review or lead design and implementation through transformation.