Sample HC Organizational Structures

1. Sample HC Organizational Structures

2. Purpose and Intended Users Sample HC Org. Structures

3. Organizational Structures Sample HC Org. Structures Organizational structures define how key tasks are organized, supervised, and relate to one another. Through the years, USHCA has noted multiple structures of successful Human Resources teams without advocating for one over another. No one structure is superior, but each structure has its own advantages and disadvantages that must be considered based on the local context and needs of the organization. Still, all HR teams, however they are structured, should be, at their core, designed to serve the needs of their key clients – principals and schools. Here are four sample organizational structures along with additional information, advantages and disadvantages of each. Use this information to consider what might work best in your organization.

4. Sample HC Org. Structures – Org, Chart #1 Chief Human Resources Officer (or Chief Talent Officer or CEO, Human Capital or Human Resources) Performance Management Career Management Operations Recruitment & Preparation School Partner (Talent) Services Compensation & Benefits Labor (Employee) Relations • School Performance Management • Central Office Performance Management • Evaluation Systems and Peer Review • Single Point of Contact to Schools • (Ideal ratio: 25 elem. schools to 1 Partner; 15 mid/high to 1 Partner) • Selection & Onboarding • Teacher Assignments & Quality Distribution • Substitute Services • Central Office /Department Services • Differentiated Pay Systems/ Incentives & Rewards • Benefits Management • Leave Management • Negotiations • Contract Interpretation • Grievances & Hearings • Dismissals & Non-renewals • Investigations (or outsourced) • New Teacher Induction • Principal Leadership Pipeline & Development • Teacher Leadership & Career Ladders • (Can be shared or housed in Academics and supported by HR/HC) • Information Technology (HRIS) • Reporting & Analytics • HR Budget & Admin • Teacher Academies & Internships • Alternative Teacher Pipelines • University Partnerships & Pipelines • Certification/ Licensure

5. Sample Organizational Chart #1 Sample HC Org. Structures Description: Org Chart #1 is set up by the discrete functions HR performs for schools and the organization at large – recruitment, performance management, etc. Advantages: This structure offers a high degree of specialization in critical areas and employees can perform tasks in their own area quickly and efficiently across employee types. Additionally, performance of each unit can be measured in a straightforward manner as each unit is responsible for discrete outcomes that do not often rely on external units. This type of structure is easily scalable, as routines and processes are fairly fixed. Disadvantages: Structuring by function does not lend itself to cross-functional collaboration, which can lead teams to work within silos and compete with each other, rather than work for the good of the larger team. Limited flexibility and innovation may also result since each team feels responsible for only their chunk of the work. In addition, as functions and teams grow, the span of control for the Chief may become too large.

6. Sample HC Org. Structures – Org. Chart #2 Chief Human Resources Officer (or Chief Talent Officer or CEO, Human Capital or Human Resources) HR School Services Service Center Centers of Expertise * • Single Point of Contact to Schools • Works with all Centers of Expertise and Service Center • School Staffing (Including Hiring & Selection) • Assignments & Quality Distribution • School Performance Management • Central Office Services (number depends on size of other departments) • (Ideal ratio: 25 schools to 1 Partner; 15 mid/high to 1 Partner. Both can be adjusted for high-needs schools) • Benefits Management • Leave Management • Certification/ Licensure • Substitute Services • Information Technology (HRIS) • Reporting & Analytics • HR/HC budget & operations • Preparation & Recruitment • Induction & Assignment • Compensation & Benefits • Performance Management • Career Management • Professional Development • Labor (Employee) Relations Sample HC Org. Structures

7. Sample Organizational Chart #2 Sample HC Org. Structures Description: Org Chart #2 is set up by key services or processes each component of the HR team performs – basic operations, services to schools, and specialized centers of expertise for policy-making. Advantages: This structure is ideal for improving speed and efficiency in key service areas across functions, while also ensuring a high-degree of specialization. Disadvantages: While Org Chart #1 is the most siloed, this organizational chart does involve some cross-team collaboration. Still, without standard communication protocols, there is strong likelihood of communication challenges and confusion about where one team’s work begins and another one’s ends.

8. Sample HC Org. Structures – Org. Chart #3 Chief Human Resources Officer (or Chief Talent Officer or CEO, Human Capital or Human Resources) School Leader Services (Schools grouped by Asst. Supts.) School Support Services (Schools grouped by Asst. Supts.) Teacher Services (Schools grouped by Asst. Supts.) Operations/ Service Center • Recruitment & Preparation • Hiring & Selection • Certification/ Licensure • Induction & Assignment • Staffing & Deployment • Compensation & Benefits • Performance Management • Career Management • Professional Development • Leave Management • Substitute Services • Labor (Employee) Relations • Principal Leadership Pipeline & Development • Hiring & Selection • Certification/ Licensure • Induction & Assignment • Staffing & Deployment • Compensation & Benefits • Performance Management • Career Management • Professional Development • Leave Management • Labor (Employee) Relations • Central Staffing Support • Recruitment & Preparation for all non-teaching/ school leader positions • Hiring & Selection • Induction & Assignment • Staffing & Deployment • Compensation & Benefits • Performance Management • Career Management • Professional Development • Leave Management • Labor (Employee) Relations • Information Technology (HRIS) • Reporting & Analytics • HR/HC Budget & Operations • Welcome Center

9. Sample Organizational Chart #3 Sample HC Org. Structures Description: Org Chart #3 is a hybrid structure, primarily set up by customer types, as well as a basic operations division. Advantages: Structuring by customers allows an organization to serve the distinct needs of a particular customer, particularly if those needs differ dramatically across customers. Disadvantages: This type of structure could lead to different teams developing systems, processes, and policies that are inconsistent from each other and may inadvertently duplicate services.

10. Sample HC Org. Structures – Org. Chart #4 Chief Human Resources Officer (or Chief Talent Officer or CEO, Human Capital or Human Resources) HR Partners • Single point of contact to schools • Works with all HR services divisions below • HR Partner can be designated for central offices too • See previous models for ratios School Leader Services Support Services Teacher Services Operations/ Service Center • Principal Leadership Pipeline & Development • Hiring & Selection • Induction & Assignment • Staffing & Deployment • Performance Management • Professional Development • Recruitment & Preparation for all non-teaching/ school leader positions • Hiring & Selection • Induction & Assignment • Staffing & Deployment • Performance Management • Professional Development • Recruitment & Preparation • Hiring & Selection • Certification/ Licensure • Induction & Assignment • Staffing & Deployment • Performance Management • Professional Development • Labor (Employee) Relations • Compensation • Benefits Management • Leave Management • Substitute Services • Information Technology (HRIS) • Reporting & Analytics • HR/HC budget & operations Sample HC Org. Structures

11. Sample Organizational Chart #4 Sample HC Org. Structures Description: Org Chart #4 is another hybrid structure, primarily set up by customer types, as well as a basic operations division, however all services to schools filter through a single point of contact called the HR Partners. Advantages: By filtering all services through an HR Partner team, principals only interact with one team or individual responsible for serving all of their needs, while the organization maintains a staff of experts for each customer segment. Disadvantages: Without adequate staffing on the HR Partner team, this structure runs the risk of overpromising and under-delivering if principal needs cannot be met through the HR Partner team. In addition, other teams may feel less valued and apt to work through a middle-man when working with the HR Partner team.