Organisation Design & Structuring

Organisation design translates strategy into structure - the operating model, reporting lines, role architecture, decision rights and headcount that let a company execute. Structuring covers spans-and-layers, job levelling, compensation banding and workforce planning, delivered as a current-state diagnostic and a to-be design you can implement.

Recruitment fills the roles you have; organisation design decides which roles you should have, at what level, in what structure and at what cost. We define the architecture first, then Jobtrix's search teams can hire against it - so headcount maps to strategy rather than to habit.

Span of control is the number of direct reports per manager; layers are the number of levels from CEO to front line. Too many layers slows decisions and inflates management cost; too wide a span overloads managers. We benchmark spans-and-layers against sector norms and design targets that speed decisions and reduce cost-to-manage.

We build a job architecture and levelling framework, map roles to grades, then attach market-benchmarked pay bands. Pay-equity analysis tests for unexplained gaps across gender and other dimensions, and we hand over grade structures and ranges your HR and finance teams can administer.

A focused diagnostic and to-be design for a single function typically runs four to six weeks; an enterprise-wide operating-model redesign with levelling and banding usually runs eight to fourteen weeks, depending on headcount, data readiness and the number of business units in scope.