{ "media_type": "text", "post_content": "Can anyone share their HR Org. Structure at a medium size company, 8,000-10,000 employees?", "post_id": "5fbc996add2098001af47699", "reply_count": 7, "vote_count": 2, "bowl_id": "5682e6afd55b9e0f00fce669", "bowl_name": "Human Resources" }

Can anyone share their HR Org. Structure at a medium size company, 8,000-10,000 employees?

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I've been in a couple of HR functions in 5k-20k range with setups that look similar across them: Total rewards, Talent Development/Performance Management, Recruiting, People Ops (generalists, employee relations), Business Partners Depending on the org there's some other functions I have seen either rolling up into one of the above or as their own functions -HRIS sometimes it's own thing, sometimes in IT, or sometimes People Ops space - Org Effectiveness or Org Development (people analytics sometimes in this line, sometimes under Talent Development) - Change Management (also I've seen this be separate or in Org Dev space, in one organization I was at it aligned with the HRBP team, but they didn't have an OD function in HR) - Learning (operational functions + leadership dev) or separated out with ops functions in a separate division and Leadership development within HR space - People Analytics (sometimes separate sometimes under the People Ops function, I am hearing from others this is sometimes stand alone) - Employee Engagement/Listening (usually D&I aligning into this space) -D&I is trending as its own stream - Staffing (like learning sometimes I have seen it in HR tucked under Ops but sometimes within the business directly) I've seen lean HR teams and bloated ones in the last 10 years. In lean, I've seen less than 50 people in a 5-6K employees...I think it really depends on the type of business, how much you can automate, if it's a organization with people risk or the opposite of low hr needs in roles like ER or HRBPs or what you are willing to outsource). And also how flat a company is changes the structure and size a bit too.

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Chief People Officer’s directs are: head of Total Rewards, head of Talent Management, head of People Systems/Operations/Processes (HRIS, Payroll, Immigration, LOA, help desk, PMO/CMO), Chief I&D Officer, head of US PBPs, head of International PBPs, head of engagement, and head of TA. We don’t have a separate ER function - the PBPs handle all ER matters and partner with Legal as necessary. We tried standing up an ER function a few years ago but it didn’t work very well given our company culture and how integrated into the business the PBPs are. We’ll likely try again someday - TBD where in the people org they’d sit.

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We’re about 8500 employees

Thanks for the response. About how many people report to each department head?

Between 1 and 9. Average is about 4. The whole org is about 150, but excludes about the same number of TA team members who report directly to BUs.

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