HR Set-up

• How should HR be structured to meet the organisation’s future requirements? 
• What roles, responsibilities and competencies does an effective HR organisation require? 
• How do we establish efficient collaboration, as well as clear lines of responsibility and decision-making between HR and the business? 
• How can we tell if our HR set-up is successful?

Our approach

As well as ensuring excellent operational performance, HR is increasingly expected to strengthen the organisation’s ability to develop new skills and manage change professionally. Together with our clients, we develop HR models, roles and governance frameworks that meet these requirements – with clear responsibilities, forward-looking structures and a strong link between the business, leadership and HR. This creates a modern HR function that not only operates efficiently but also actively contributes to strengthening the adaptability and development capacity of the entire organisation.

The right organisational structure for effective HR work

An effective HR set-up creates the organisational conditions that enable HR to fulfil its operational tasks efficiently whilst simultaneously making a strategic contribution to the organisation’s development.

Together with our clients, we analyse existing HR structures, identify areas for development and design a forward-looking vision for the HR organisation. This is aligned with the company’s strategic objectives whilst taking into account changing requirements regarding collaboration, the use of technology, scalability and the demands of an increasingly dynamic environment. In doing so, we view the organisational model, roles, responsibilities, governance and competencies as closely interlinked areas of design. In this way, we establish clear lines of responsibility, define effective decision-making and management frameworks, and develop the competencies HR needs to combine operational excellence with strategic effectiveness.

At the same time, we reshape the way HR, leaders and the business work together – creating the conditions for effective collaboration, clear accountability and successful implementation.

Our services range from analysing the existing HR set-up, through designing organisational models and roles, to developing competency models and enhancing collaboration between HR and the business.

How we support

HR Organisational Model

An effective HR organisational model creates the conditions for HR to reliably manage day-to-day operations whilst also making an active contribution to the implementation of the corporate strategy. Together with our clients, we analyse existing structures and roles and develop an organisational model that fits the company’s requirements. In doing so, we take into account the company’s size, level of maturity, business model and future growth targets. The result is an HR organisation with clear structures, efficient processes and the necessary flexibility to respond effectively to new challenges.

HR Roles & Responsibilities

HR work often fails to achieve its full potential when responsibilities are unclear or expectations diverge. We therefore work together to clarify roles, responsibilities and decision-making powers within the HR function, as well as at the interfaces with executives and management. We design task allocations, collaboration models and governance structures in such a way that responsibilities are fulfilled as effectively as possible and friction is minimised. 

HR Competency Model

The demands placed on HR are constantly changing. Alongside operational excellence, strategic advice, change management, data-driven decision-making and the skilful use of digital technologies and artificial intelligence are becoming increasingly important. Together with our clients, we identify the competencies HR needs to fulfil its role effectively today and in the future, and build on this to develop a forward-looking competency model. This combines technical, methodological, social, digital and strategic competencies and provides guidance for the further development of HR teams, roles and functions.