Organizational Design

Organizational Design is the practice of making intentional choices to align our strategy and the way we work. The Organizational Design team partners with Institute leadership to design, build, implement, and sustain strategically aligned organizations. We leverage frameworks, tools, and methods to analyze organizations, identify opportunities, and develop options to connect our talent to our strategy.

As strategic partners to Georgia Tech leaders, we strive to create an environment that allows all employees to contribute their unique talents to develop leaders who advance technology and improve the human condition. 

Contact Lindsey Micael Fenton, Organizational Design Consultant to learn more or request organizational design services.

We are currently updating our Organizational Design offerings. If you have questions about reconfigurations, restructures, or reorganizations:


Reclassifications strengthen the connection between a specific role and the organization’s strategic goals. They are employee agnostic – meaning the reclassification is needed with or without a specific employee.  

A reclassification may be appropriate when there is an authorized and necessary significant change in a role’s scope, impact, complexity, responsibility, and accountability. This occurs when there are permanent and substantial changes needed for the unit to achieve its strategic goals.  

A reclassification is a change to the classification of a staff position which may include changes to the job code, position title (job duties), and pay group.  

During a classification review, the duties, responsibilities, scope, impact, and minimum qualifications of a position are reviewed. This evaluation may result in a reclassification.  

Regular staff positions are eligible for classification. Affiliate, Contract, Limited-Term, Student, and Temporary staff positions are not eligible for reclassification.  

Contact your unit or department HR partner to learn more about Reclassifications.  


Reconfigurations fine-tune an organization. They are a tool to use when the organization seeks incremental adjustments to:

  • Realign work to strategy
  • Adapt to a changing “marketplace” (i.e., shift in stakeholder needs, economic changes, etc.)

Changes that commonly occur in reconfigurations include:

  • Reporting changes
  • Realignment of job duties, responsibilities, and/ or functions
  • Changes to position scope that impact the hierarchical structure of an organization
  • Changes to specific responsibilities and/ or oversight

Reconfigurations address what we do, who we work with, and where we report. Most reconfigurations begin to deliver results quickly – within months to a year.

Contact your unit or department HR partner to learn more about Reconfigurations.


Restructures fundamentally change how work is accomplished. They are a tool to use when an organization needs to adapt to disruptive changes or make significant leaps forward. 

 A restructure changes the business structure of a function or unit. It includes changes to two or more of the following: 

  • Hierarchical structure 
  • Processes, procedures, and policies 
  • Systems and technology 
  • Financial and budget structure 

 A restructure often requires a shift in organizational culture and mindset. It may include a reconfiguration but also includes additional changes to the business structure.  

 Restructures are cross-functional initiatives that change the foundation of how we work. They deliver results over time typically in three to five years.  

 When considering a restructure, contact your unit or department HR partner at the begining of the planning stage so they can provide strategic partnership throughout the initiative.  


These toolkits are designed for leaders and HR partners to take actions to align their organization to their strategy. HR partners guide units through the appropriate processes and involve the appropriate collaborative partners and experts. This ensures leaders have the information they need – including potential risks and benefits – before making their final decision.