Organisational Design & Workforce Planning
Design structures that work for your strategy. Job architecture, performance frameworks, and capability building to ensure your organisation can execute effectively.
What it is
Organisational design is not just about boxes and lines on an org chart. It's about creating the conditions for strategy to actually happen — the decision rights, information flows, incentives, and accountabilities that determine how work gets done.
Most reorganisations fail because they focus on structure before addressing the underlying operating model. We start by understanding your strategy, then design the organisation to execute it. This means defining roles and responsibilities, establishing clear decision-making authority, creating performance management systems that drive the right behaviours, and building the capabilities your people need to succeed.
We work alongside your leadership team through every step — from diagnosis to implementation — ensuring that the new design is not just theoretically sound but practically workable for your specific context.
Who it's for
- CEOs preparing for organisational restructuring or merger integration
- CHROs needing to modernise job architecture and career frameworks
- Public sector leaders implementing civil service reforms
- Private equity firms post-acquisition portfolio optimisation
- Government agencies undergoing mandate changes or restructuring
- Family businesses transitioning to professional management
How it works
Diagnose current state
We assess your current organisational design against strategic objectives, identifying structural inefficiencies, decision bottlenecks, and capability gaps.
Define future operating model
Working with leadership, we design the target operating model — including structure, roles, decision rights, and performance metrics aligned to strategy.
Design job architecture
We create a comprehensive job levelling framework that supports career progression, fair compensation, and clear accountability at every level.
Plan workforce transition
We develop detailed transition plans that address role changes, redeployment, capability building, and communication to affected employees.
Implement with support
We stay through implementation, helping leaders navigate resistance, adjust designs based on real-world feedback, and build internal change capability.
What's included
- Organisational diagnosis and capability assessment
- Job design and role levelling frameworks
- Workforce planning and transition management
- Performance management system redesign
- Decision rights and accountability mapping
- Span of control analysis and optimisation
- Career progression framework development
- Capability building and training needs analysis
- Change impact assessment across the organisation
- Post-implementation support and refinement
Example engagement
Regional Bank · Complete Organisational Redesign
A leading East African bank with 2,500 employees was struggling with slow decision-making, unclear accountabilities, and high talent turnover. Over 12 months, we redesigned their entire operating model — moving from a functional to a customer-centric structure, creating transparent career progression frameworks, and implementing new performance management systems. The result: 40% faster customer response times, 25% reduction in voluntary turnover, and clear career paths for high-potential employees.
“What set Radnor apart was that they were still present eighteen months in, when the transformation was hardest. They understood our organisation as well as we did — and they were honest.”
Why Radnor for Executive Advisory
Most advisory relationships are transactional — a monthly retainer for a set number of hours, with little continuity or real accountability. Radnor's model is different. We take on a small number of retained clients at any time, which means we can afford to be deeply present, to carry your organisation's full context, and to prioritise your success over utilisation targets.
We do not have junior consultants parachuted into your most sensitive conversations. Every engagement is led by Radnor's principals, each with 20+ years of experience in strategy, governance, and institutional transformation. You get judgment, not just analysis. And because we are independent — not tied to a global firm's methodology or cross-selling targets — our advice is always what we genuinely believe, not what the firm needs to sell next.
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Explore →Is this the kind of partnership you need?
We work with a small number of organisations at any time — by design. If you need a senior advisor who will be honest and stay present, we would like to hear from you.
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