Create organizational structure, define leadership principles, and develop HR systems for a new public quasi-governmental agency.
As of January 1st, 2014, SWMBH had one employee and needed to grow into a fully functional organization with 40+ employees by October 1st.
HRM started by working with the expected leadership team to identify the necessary functional areas of the organization. From there, a functional organizational chart was developed, and job descriptions were written. Next, a market analysis was conducted to determine compensation levels to ensure that employees would be fairly compensated.
Just as important as the defining the structure was defining the culture and the leadership approach for the organization. This included creating the leadership principles that would define the organization as it grows in the future.
The leadership principles guided the development of the organizational structure and culture resulting in a successful and timely start-up.