A well-structured HR department is more than just managing people—it’s about laying the groundwork for organizational success, transparency, and growth.
With an HR organization chart, you’re not just ticking boxes; you’re mapping out how your team collaborates and grows. You can clearly see who handles tasks like recruitment or payroll, simplifying internal processes. It helps clarify roles, improve communication, and keep things running smoothly.
In this article, we’ll walk you through various types of organizational structures, why having a clear HR framework matters, and practical examples to get you on track and how to use a free free organizational charts maker to create your own HR chart with customizable organizational charts templates.
Click to jump ahead
- What is a human resources organization chart?
- Key benefits of human resource organization chart
- Examples of HR organization charts
- How to create your HR organization chart?
- Why structuring the HR department is important?
- Tips and best practices for structuring HR departments
- How to create HR organization charts using Venngage?
- Final thoughts: Designing HR organization chart using Venngage
What is a human resources organization chart?
An HR organization chart is basically a visual map that shows who does what in the HR department and how everyone is connected. It makes it clear who reports to whom and keeps things organized.
Having this chart helps with transparency, makes communication easier, and ensures processes run smoothly. Also, it can spot any skill gaps or areas that need improvement as your business grows.
Key benefits of human resource organization chart
Let’s look at some of the key benefits of having an HR organization chart:
- Clarifies reporting relationships – It shows clearly who reports to whom, making the chain of command easy to follow.
- Identifies skill gaps and necessary roles – By visualizing the structure, it helps spot where new roles or skills are needed.
- Helps employees understand their function within the organization – Employees can see where they fit in and how their role contributes to the bigger picture.
- Supports strategic planning by HR leadership – HR leaders can use the chart to plan for future growth, staffing needs, and development opportunities.
Examples of HR organization charts
HR organization charts can look very different depending on the size of the business. Here are a few examples of how HR organization charts can vary based on the size of the company, whether it’s a small startup or a large corporation.
1. Small businesses or startups
For small businesses or startups, the HR structure is typically lean. Often, one or two individuals wear multiple hats, handling everything from recruitment to employee relations. In these cases, it’s important to create an org chart that reflects the flexibility of these roles while maintaining clarity in reporting and responsibilities.
A simple, streamlined HR chart is ideal for these businesses, helping to clarify who handles what without over-complicating things.
To make it even easier, you can use customizable templates like in the below specifically designed for small teams or startups:
2. Mid-sized businesses
For mid-sized businesses, the HR department begins to take on more defined roles, moving beyond generalists to include HR directors, generalists, and specialists for key functions like recruitment, employee engagement, and payroll. This allows for better division of responsibilities and a clearer focus on specific HR tasks.
An organization chart for mid-sized businesses should clearly show the reporting structure, with HR directors overseeing multiple specialists or generalists within the team. This level of clarity not only helps with workflow management but also ensures accountability at each level of HR operations.
To help visualize this, here’s some examples of mid-sized org chart templates designed specifically for companies with growing HR teams. It breaks down the department into clear sections, allowing you to customize it based on the roles and functions in your HR department.
3. Large companies
In large companies, your HR department often becomes more complex, with specialized roles like Chief Human Resources Officer (CHRO), compensation managers, and Learning & Development (L&D) directors. Each of these functions is managed by its own leader, and the reporting lines can get intricate.
Your HR org chart should reflect these distinct roles and clearly outline the layers of leadership within your team. By doing so, you ensure transparency and streamline the management of key HR functions, from compensation and benefits to employee development and company culture.
To visualize this complex structure, you can use our people and culture HR org chart diagram which is designed to show the multi-level hierarchy, including CHROs and specialized HR roles.
Types of organization structures and charts
Different businesses require different organizational structures to operate efficiently, depending on their size and specific needs. Each structure dictates how teams are organized, how communication flows, and how decisions are made. Let’s look at some of the most common organizational structures and how they work for companies of various sizes.
1. Hierarchical structure
The hierarchical structure is the most common, with employees reporting to supervisors in a clear chain of command. This structure works well for companies that prioritize a defined leadership path and accountability. It’s ideal for businesses that need clear authority levels and organized management across departments.
2. Divisional structure
The divisional structure is ideal for organizations that operate across multiple product lines or geographic regions. It allows your HR teams to be segmented by division or location, making it easier to manage each area independently while staying aligned with the company’s overall goals.
3. Functional structure
In a functional structure, employees are grouped by their specific job roles, such as HR, Marketing, or Finance. Commonly used in larger companies, the structure streamlines operations by allowing each department to focus on its key responsibilities.
Here’s a basic example that illustrates how functional managers align within this type of structure.
4. Matrix structure
The matrix structure combines elements of both functional and divisional structures, enabling employees to report to more than one manager. This approach offers flexibility, especially in project-based environments, but can also add complexity with multiple reporting lines.
Take a look at this clear example, which highlights the role of functional managers in this type of structure. You can modify these templates later for your HR organization.
5. Horizontal/flat structure
Horizontal or flat structures are often ideal for startups or small businesses looking to reduce layers of management. By removing excessive hierarchy, companies can foster greater autonomy among employees and encourage faster decision-making. This approach works well if your businesses value flexibility and open communication across teams.
6. Network structure
Network structures offer flexibility by involving external partners, contractors, or remote teams. This allows the HR function to expand or contract based on the company’s current needs, providing greater adaptability. It’s especially useful for businesses that operate across different locations or rely on outsourcing specific functions.
How to create your HR organization chart?
Creating an HR organization chart involves mapping out the key roles and responsibilities within your HR department. Follow these step-by-step instructions to build a clear and effective structure that suits your company’s needs.
1. Identify key HR functions
Start by listing the core HR functions in your organization. These typically include recruiting, learning, and development (L&D), employee relations, and compensation management.
Understanding the key areas that need representation on your chart will help you build a clear structure. By identifying these functions, you can ensure that each crucial HR responsibility has the right team or individual in place.
2. Gather HR staff details
Begin by collecting important information for each HR team member, such as their name, job title, and reporting lines.
Be sure to note who they report to and any teams or departments under their supervision. Including contact details can also be useful for easy reference. With all the relevant information in hand, you’ll find it much simpler to organize your HR chart efficiently.
3. Use Venngage for chart creation
Venngage is a great tool for creating your HR organization chart. It’s user-friendly, customizable, and offers plenty of free organizational charts templates to get you started.
You can easily tailor the chart to fit your business needs and adjust roles, reporting lines, and more. With Venngage ‘s organizational charts maker, you’ll have a professional-looking org chart in no time.
4. Ensure accessibility
Once your HR organization chart is ready, make sure it’s easily accessible to all employees. You can upload it to an online portal or include it in the employee handbook for quick reference.
Keeping the chart readily available helps everyone stay informed about reporting lines and HR contacts. By ensuring easy access, you’ll promote better communication and transparency within your company.
5. Regular updates
To keep your HR organization chart accurate, make sure it’s updated regularly to reflect any changes in roles or staffing. Whenever there are new hires, promotions, or departmental shifts, adjust the chart accordingly.
Keeping it up-to-date ensures everyone has the correct information and helps maintain clarity across the organization. Regular updates will also support smoother operations and communication within your team.
Here are more examples of organizational chart templates that you can easily customize for your HR needs:
Why structuring the HR department is important
A well-structured HR department is essential for ensuring efficient operations, clear communication, and accountability across your company. It also plays a strategic role in supporting growth, employee development, and overall business success.
1. Facilitating growth
An organized HR department plays a key role in helping your business scale efficiently. As your company grows, having clear roles and responsibilities within HR ensures smooth onboarding, employee management, and resource planning.
By maintaining structure, you can adapt to increasing demands without losing efficiency.
2. Improving flexibility and responsiveness
A clear organizational structure allows your HR team to quickly adapt to changing business needs. With defined roles and streamlined processes, you can respond efficiently to new challenges and opportunities.
3. Clarifying responsibilities
When each employee knows their specific role within the HR department, accountability and operational efficiency increase significantly. Clear responsibilities help prevent confusion and ensure tasks are completed more effectively.
By defining roles clearly, you enable your team to focus on their core duties, which leads to smoother daily operations and better overall performance.
4. Identifying workforce deficits
A clear HR structure makes it easier to spot where additional staff or specific skills are needed. By visualizing your team’s roles and responsibilities, you can quickly identify gaps that may be holding back efficiency or growth.
This awareness allows you to make informed decisions about hiring or reallocating resources, ensuring your business has the right people in place to succeed.
5. Boosting productivity
When roles and responsibilities are clearly defined, employees can focus on their tasks without unnecessary distractions. Knowing exactly what’s expected of them helps your team work more efficiently and stay on track.
As a result, overall productivity increases, allowing your business to run smoothly and meet its goals more effectively.
Tips and best practices for structuring HR departments
Structuring your HR department effectively depends on the size and needs of your business. Here are some tailored tips and best practices for small, medium, and large companies to help you build a strong HR foundation.
1. For small businesses
In small businesses, keeping the HR department lean and flexible is key to managing growth. Focus on building a structure that allows one or two individuals to cover multiple HR functions while maintaining efficiency.
By identifying critical skill gaps, you can make informed decisions about when to hire or outsource certain tasks, ensuring your HR processes remain smooth as your business grows.
Identify skill gaps
Look for areas where missing capabilities could impact your HR processes and find ways to address them through hiring or external support.
Build a structure
Establish a small but effective team that can manage recruiting, employee relations, and other HR tasks without overcomplicating operations.
2. For medium-sized businesses
As a medium-sized business, your HR department should begin to specialize in key areas like recruitment, employee engagement, and payroll. Focus on building a team with dedicated roles to manage these functions efficiently. Fine-tuning your HR structure will help improve overall productivity and ensure smooth communication across departments as you continue to scale.
Fine-tune recruitment
Streamline your hiring and onboarding processes by dedicating specific team members to recruitment. This ensures new hires are brought in efficiently and integrated smoothly into your growing business.
Use remote staffing agencies
Small and medium-sized businesses can gain from partnering with remote staffing agencies. These agencies help source global talent for specific roles, allowing HR teams to focus on strategic work while meeting operational needs efficiently.
3. For large businesses
In large businesses, structuring the HR department becomes more complex, with specialized teams for recruitment, compensation, and employee development.
It’s crucial to create clear reporting lines and ensure each function is managed by experts in their field. This allows for better coordination across departments and keeps the company running efficiently as it scales.
Manage high-volume recruitment
Efficiently manage large-scale hiring by dedicating resources to recruitment teams that can handle high volumes. Prioritize resource allocation to ensure the right talent is brought in while keeping processes streamlined.
Looking for inspiration to create your HR org chart? Choose from these templates and customize them instantly for your needs:
How to create HR organization charts using Venngage?
Venngage makes designing HR organization charts simple and efficient, with powerful features that allow you to create a professional chart in just a few minutes.
To get started, sign up for a Venngage account—no payment details required. Once you’re logged in, you’ll have access to a wide range of customizable organizational chart templates.
These templates provide a solid foundation, so you won’t have to start from scratch.
Browse the organizational charts templates and pick one that suits your business needs. From there, Venngage’s editor gives you the flexibility to adjust the layout to match your organization’s structure.
You can customize every aspect, from adding company branding to uploading employee headshots, and easily organizing different levels and sections within the chart.
With Venngage’s Smart Diagrams feature, making edits is quick and intuitive. You can easily add, remove, or duplicate sections of the chart with just one click, ensuring that your design stays dynamic as your company grows.
The platform’s seamless integration with brand colors and fonts also makes it easy to apply a consistent visual style across the entire chart.
As you design, consider accessibility—ensure the fonts and color choices make your chart readable for everyone.
Venngage’s user-friendly interface allows you to create an engaging and easy-to-understand HR organization chart that’s perfect for internal use or presentations.
Final thoughts: Designing HR organization chart using Venngage
Structuring your HR department is crucial for maintaining smooth operations, improving communication, and driving company growth. A well-defined HR organization chart helps clarify roles and responsibilities, making it easier to manage teams and ensure accountability across all levels.
Whether you’re a small startup or a large company, having a clear organizational structure can significantly boost efficiency and help your business scale more effectively.
If you’re ready to optimize your HR department, explore our free organizational charts maker and create your own HR chart with our customizable organizational charts templates.
Get started today with Venngage’s Organizational Charts Maker and bring clarity and structure to your HR team.
