1. Sample HC Organizational Structures

2. Purpose and Intended Users
Sample HC Organizational Structures is a set of potential ways that HR offices can structure their positions for optimum effectiveness and efficiency. HR Leaders can utilize these structures as they consider ways to organize their teams.
Intended User(s)
HR/HC Chief
Sample HC Org. Structures

3. Organizational 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.
Sample HC Org. Structures

4. Sample HC Org. Structures – Org, Chart #1
Chief Human Resources Officer (or Chief Talent Officer or CEO, Human Capital or Human Resources)
Recruitment
&
Preparation
School Partner (Talent) Services
Compensation &
Benefits
Performance Management
Labor (Employee) Relations
Career Management
Operations
Teacher Academies & Internships
Alternative Teacher Pipelines
University Partnerships & Pipelines
Certification/ Licensure
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
School Performance Management
Central Office Performance Management
Evaluation Systems and Peer Review
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

5. Sample Organizational Chart #1
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.
Sample HC Org. Structures

6. Sample HC Org. Structures – Org. Chart #2
Chief Human Resources Officer (or Chief Talent Officer or CEO, Human Capital or Human Resources)
Service Center
HR School Services
Centers of Expertise *
Benefits Management
Leave Management
Certification/ Licensure
Substitute Services
Information Technology (HRIS)
Reporting & Analytics
HR/HC budget & operations
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)
Preparation & Recruitment
Induction & Assignment
Compensation & Benefits
Performance Management
Career Management
Professional Development
Labor (Employee) Relations
Sample HC Org. Structures

7. Sample Organizational Chart #2
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.
Sample HC Org. Structures

8. Sample HC Org. Structures – Org. Chart #3
Chief Human Resources Officer (or Chief Talent Officer or CEO, Human Capital or Human Resources)
Teacher Services
(Schools grouped by Asst. Supts.)
School Leader Services
(Schools grouped by Asst. Supts.)
School Support 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
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.
Sample HC Org. Structures

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
Teacher Services
School Leader Services
Support Services
Operations/ Service Center
Recruitment & Preparation
Hiring & Selection
Certification/ Licensure
Induction & Assignment
Staffing & Deployment
Performance Management
Professional Development
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
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
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.
Sample HC Org. Structures