Structure you define
Each company sets its own levels. You can add a unit above existing ones, or merge units without losing their history.
Module
Organisation
Map your structure, roles, seats and future
Before you can hire, pay or plan, you need a clear picture of how the company is organised and which roles it has. This module holds your units, job grades, titles and approved positions. On top of that it adds headcount budgets, workforce plans and succession plans, so the next move is decided with real numbers.
How it works
5 steps, from start to finish
Define your structure
Choose the levels your company uses, such as Region, Branch or Department, then build units within them.
Set up job architecture
Create job bands, grades with salary ranges, job titles with signed job descriptions, and the positions that fill them.
Budget the headcount
List the roles each unit may hold for the year, with costs worked out from each grade's salary band, then send the budget for sign-off.
Plan the workforce
Set where each role in each unit should be by the end of the period, without going over the approved budget.
Protect critical roles
Mark critical positions, nominate successors, rate how ready they are and track the gaps they need to close.
What it does best
Built for the way HR really works
Live org chart
An org chart is built from everyone currently employed and their managers, and each unit has an overview of its people, seats and headcount.
Changes go for approval
New positions and salary band changes are sent for approval and only take effect once signed off, with the approval reference kept on record.
Budget against reality
The variance report compares budgeted, established and filled seats, and flags positions that were never budgeted.
Workforce forecast
The dashboard shows headcount and turnover, plus upcoming changes such as new joiners, pending transfers, probation decisions and contracts ending.
Succession coverage
Every critical position shows who could step in and how soon, and positions with no successor who is ready now are flagged as at risk.
What's included
Everything in Organisation
- StructureThe levels and units your company is organised into, with an org chart, unit overviews, and options to add a unit above others or merge units.
- Job ArchitectureJob bands, grades with salary ranges, job titles with job descriptions, and approved positions, each with its change history.
- Headcount & BudgetYearly or period headcount budgets per unit and role, costed from salary bands, approved separately and compared with filled seats.
- Workforce PlanningHeadcount and turnover dashboards, upcoming workforce changes, and workforce plans compared with budget and actual headcount.
- Succession PlanningCritical positions, nominated successors with readiness ratings, development gaps and talent pools, visible only to the roles you choose.
Who uses it
Each person sees their part
HR
Keep the structure, grades, titles and positions up to date, and run workforce and succession planning.
Finance
Review headcount budgets costed from salary bands and compare spending against what was approved.
Managers
See their unit's people and seats, and take part in the succession plans they've been given access to.
Employees
See the development they've been asked to work on, without seeing which role it is for or how ready they've been rated.
Try Organisation with your own people.
The free trial opens every module for a month.