Corporate success today relies not only on strong products and services but also on flexible, strategically designed organizations. HR’s role has become vital: without clear structures, defined responsibilities, and measurable indicators, sustainable growth is impossible. Growth, generational shifts, new business units, global changes, or leadership development all demand rethinking organizational design.
We help ensure that your company has the most suitable team structures, leadership layers, and reporting lines aligned with its operations and goals. The jointly designed organizational plan simultaneously supports internal efficiency, transparent functioning, and employee engagement.
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A well-designed structure not only supports current operations but also prepares the organization for future challenges – whether internal expansion, a new business model, or entry into international markets.
We map how the organization currently operates: overlaps, missing roles, bottleneck processes, or overloaded teams. The analysis identifies redundancies, missing roles, overburdened units, or inefficient reporting lines, aiming to uncover the root causes of dysfunction while preserving strengths.
Based on business strategy and operating model, we redesign team levels and functional units. We create a structure that supports scalability, clarifies responsibilities, and enhances collaboration, ensuring each role is positioned appropriately for both strategic goals and daily operations.
We clarify hierarchical relationships, decision rights, and leadership responsibilities, defining who reports to whom, where decisions are made, and how to make decision-making more efficient through balanced leadership layers. The goal: faster, transparent decisions aligned with organizational levels.
We provide a structural blueprint: organizational charts, team matrices, and leadership circles. Visualizations make changes easy to understand, communicate to leaders and employees, and serve as tools for internal training.
We advise on how to introduce the new structure to employees to ensure change brings transparency and security rather than uncertainty. Effective internal communication reduces resistance, increases engagement, and facilitates the transition.
Structural gaps – such as overlapping or missing responsibilities, unclear decision-making authority, or overly flat or excessively layered hierarchies – impede long-term growth and demotivate employees. It is never too late to rethink the design of an effective organization!
Structural gaps – such as overlapping or missing responsibilities, unclear decision-making authority, or overly flat or excessively layered hierarchies – impede long-term growth and demotivate employees. It is never too late to rethink the design of an effective organization!
I have over 25 years of experience in leadership consulting, organizational development, and strategic HR. Throughout my career, I have worked as a corporate HR leader, independent consultant, and university lecturer. In recent years, my focus has been primarily on developing senior and mid-level managers, as well as shaping corporate HR strategies, with particular emphasis on enhancing leadership soft skills.
I started my career at a leading Hungarian market player in temporary staffing and recruitment. Then, for almost 8 years, I gained experience in RPO, BPO, onsite international services as a Service Delivery Manager at two globally leading multinational companies. I was involved in the parallel construction of blue and white collar projects. The focus of my work is on the satisfaction of clients, candidates and employees. In addition to personal relationships, I consider data-oriented, efficient work and decision-making processes important. Linkedin profil
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We love to talk about HR! If you have a question or would like to receive a service offer, please contact us and we will get back to you within one business day.
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