Reorganise your structure

What this achieves

A reorganisation means changing the shape of your structure and moving people within it. Humavera has no single reorganisation tool, so this is a sequence of ordinary changes made in an order that avoids breaking things.

Required role: Administrator.

What Humavera does not do

Say this before planning anything, because assuming otherwise is how restructures go wrong.

There is no dated or effective-from reorganisation. Structural changes take effect when you make them, not on a date you nominate. There is also no merge operation — combining two departments means moving what is in one and then dealing with the empty one.

Plan around that: make the changes when they should take effect, not in advance.

Steps

Establish what is attached before changing anything: open each affected department to read its Employees and Teams counts, and check positions for assigned employees.
Create the new structure alongside the old — new business units, departments, or teams.
Reparent departments that are moving, by changing their Parent Department.
Move positions to their new department.
Reassign employees to their new department, team, location, and position.
Update reporting managers on employee records so the org chart reflects the new shape.
Retire what is left: freeze or eliminate positions no longer needed, and delete empty structural units.

Move people before removing anything

The order matters because a structural unit cannot be deleted while anything is still attached to it.

Option	Description
Positions	Assigned employees must be reassigned before the position can be deleted.
Locations	Deletion is blocked while employees are assigned.
Departments	Deletion is blocked while employees or sub-departments belong to the department.
Business units	Deletion is blocked while departments or child units belong to the business unit.
Teams	Deletion is blocked while employees are assigned.

Each confirmation names what would block it, so a deletion that is going to fail says so before you confirm it rather than after.

Example: an HC Corp UK Ltd department with 34 people still assigned to Engineering cannot be deleted. Reassign them to their new departments first, and the branch can then be retired.

Freeze rather than delete during change

A position that is pausing rather than disappearing should be set to Frozen. It stays in the establishment and is not to be filled.

Reserve Eliminated for posts genuinely being removed. Deleting a position loses it entirely, along with the intent behind it.

Two hierarchies to update, not one

A restructure usually changes both.

The position hierarchy follows each position’s Reports To. The org chart follows each employee’s reporting manager. Changing one does not change the other, so a reorganisation that updates positions but not employee managers leaves approvals routing the old way.

Example: moving HC Corp UK Ltd positions under a new senior post updates the position hierarchy. Until each employee’s manager is updated too, their leave requests still reach their previous approver.

What a restructure reaches

Option	Description
Approvals	Route along employee reporting managers, so they change when managers change.
Payroll	Pay groups belong to legal entities. Moving somebody between departments does not change how they are paid; moving them between entities is a different and much larger change.
Reporting	Groups by the structure as it now stands.

Reporting is the one to warn people about. Figures grouped by department span two shapes across a restructure, and comparisons over that boundary need explaining rather than assuming.

What happens next

Once the structure and reporting lines are updated, check the org chart against the position hierarchy to confirm they say what you intend. Where employees moved between legal entities rather than departments, treat that as a payroll change and review the next run before it is approved.