Architecture and Governance of the HR Function
Strategic intervention for growing SMEs and startups
When an organization grows faster than its structure, the HR function becomes central to supporting development, compliance, and decision-making quality.
I do not treat symptoms. I work on the structures that make decisions sustainable.
Context
Growing organizations often carry out HR processes in a fragmented way: implicitly distributed decisions, misaligned roles, and unclear responsibilities.
The intervention helps transform the HR function into a stable organizational lever, capable of supporting growth without increasing the decision-making burden on top management.
Objective
- Building or restructuring the HR function to support growth
- Reducing organizational and regulatory risk
- Making decision-making criteria explicit
- Ensuring structured autonomy over time
Methodology
HR organizational structure
- HR structure design
- Definition of roles and responsibilities
- HR team building
HR processes and governance
- HR process design
- Contractual review
- HR budget and resources
- Evaluation systems
Compliance and regulations
- AI Act compliance
- Work-related stress
- Pay transparency
Leadership development and training
- Competency model
- Skills matrix
- Leadership training plan
Outcomes
Structured and documented HR function
Clear and replicable processes
Updated and compliant policies
Trained and autonomous HR team
Investment
Next step
Contact me to define the scope, timeline, and priorities of the intervention.