Organization

What this achieves

The organization section is where you describe how your company is actually put together — the legal companies that employ people, the units and departments they work in, and the jobs they hold. Humavera uses this structure to route approvals, group reporting, and decide which payroll and statutory rules apply to whom.

Two structures, not one

The most useful thing to understand here is that you are describing two different things, and they answer different questions.

Option	Description
The reporting structure	Where people sit: legal entities, business units, departments, teams, and locations. It answers who someone belongs to.
The job architecture	What people do: positions, job families, grades, and job profiles. It answers what a role is, independently of who currently holds it.

Example: Engineering at HC Corp UK Ltd is part of the reporting structure. “Senior Software Engineer” is part of the job architecture, and it stays defined whether or not James Whitfield is the person holding it.

Keeping the two separate is what allows a vacant role to exist, a person to move between departments without redefining their job, and two people in different departments to share one job profile.

The reporting structure

Legal entities sit at the top, because they carry the country, currency, and tax jurisdiction that payroll depends on. Decide how many you need before payroll runs — Setup Considerations: legal entity structure covers that choice and what it costs to get wrong. Beneath them, business units contain departments, which contain teams. Headcount rolls up at every level, so a department total is derived from the people in it rather than typed in.

Locations are recorded separately from departments. A location is a place; a department is a function. Two offices of the same registered company are locations, not separate legal entities.

Example: HC Corp UK Ltd is one legal entity with offices in London and Manchester. Engineering exists as a department across both.

The job architecture

Option	Description
Positions	Individual posts with reporting lines, which can be marked critical or vacant and viewed as a hierarchy.
Job families	Groupings of related roles, used to organise the architecture.
Grades	Salary bands used to place pay consistently.
Job profiles	Versioned role descriptions with the competencies and skills a role requires. Old versions are archived rather than overwritten.

Job profiles are the connection point to the rest of the product. Because a profile names the skills a role needs, Humavera can compare a person against a role — which is what readiness scoring, gap analysis, and career pathing all rely on.

Positions can also carry succession information. Marking a position critical and attaching successor candidates is how continuity planning starts.

Example: if Olivia Bennett’s position is marked critical at HC Corp, naming candidates against it turns an unspoken risk into something the company can see and plan for.

The org chart

The org chart draws the reporting structure as a diagram, with search, department filtering, zoom and pan, and export to an image for use outside the product. It is a view of the structure rather than a separate place to edit it, so corrections are made on the underlying records.

What happens next

Build this before loading people, because employee records point at it: each person is assigned to a legal entity, a department, and a position. Payroll then builds pay groups per entity, approvals route along the structure you defined, and reporting groups by it. Getting a department wrong is cheap to fix; getting a legal entity wrong after payroll has run is not.