Organisational Design and Target Operating Models in London
Spans, layers, decision rights and who genuinely owns what. Structure designed around the work the business has to do, not around whoever happens to be in post.
Structures drift. Roles get built around individuals, layers pile up, and simple decisions start needing four signatures. This work maps how the work really flows, sets the operating model your strategy needs, then rebuilds reporting lines, job profiles and accountabilities to match. Done before the restructure rather than after IT, IT saves the expensive rework later.
- Target operating models and decision rights
- Spans, layers and reporting lines mapped
- Job profiles and accountabilities rewritten to match
Where else clients bring us in
Workforce Planning
The headcount question answered properly: what your growth plan actually needs in people, skills and cost, and where today's team leaves you exposed.
Read more →Restructures, Redundancy and TUPE
Consultation run properly, timelines that hold, and managers who know exactly what to say in the room. The legal process and the human one, handled together.
Read more →Leadership and Line Management Development
One-to-one coaching for leaders carrying a reshaped team, and practical grounding for the managers beneath them in the parts of the job nobody trained them for.
Read more →
Start with the assessment, not a sales pitch
Eight to ten questions and one chart showing where your people strategy is load-bearing and where IT is running on goodwill. Bring IT to a discovery call and we will read IT together.