Organizational Design

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. We partner with departments and units to design, build, implement, and sustain strategically aligned organizations and teams. We leverage frameworks, tools, and methods to analyze organizations, identify opportunities, generate & evaluate options, and connect our talent to our strategy.

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:


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 organizational culture and mindsets. 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 beginning of the planning stage so they can provide strategic partnership throughout the initiative.

Reconfiguration Tool Kit

These guides, forms, and templates are designed to be used by leaders and HR Partners as they partner to develop and implement a successful reconfiguration. Reconfigurations do not require formal submission or approval, but certain actions within a reconfiguration should follow the appropriate process for review and approval (e.g., reclassifications).

HR Partners will guide the unit and involve the appropriate experts at the appropriate time. This ensures leaders have the information they need to make informed decisions for their organization. The unit is responsible for identifying, documenting, and storing information related to reconfigurations for future reference.