Advisory Services / Pillar 01

Organization Design for Value Chain

Map structure and governance to strategy. Move from "org chart" thinking to "value-chain effectiveness" thinking.

The Challenge

Most supply chain organizations evolve organically—roles are added, reporting lines shift, and before long, the structure no longer supports the strategy. CFOs and CHROs increasingly ask: "Is our structure fit for the value chain strategy we're pursuing?"

We help you answer that question and design an organization that delivers.

Sound Familiar?

  • "We're growing but don't know if our org structure supports S&OP, sustainability, or digital initiatives"
  • "We have reporting chaos—same roles report to procurement, finance, operations"
  • "Our supplier relationships are siloed; we can't see cost/service trade-offs"
  • "We're hiring more people but getting less bang for buck"

What We Deliver

A comprehensive approach to aligning your organization structure with your value chain strategy.

Value Chain Operating Model Design

Map your end-to-end value chain (supplier → customer). Identify critical functions, define governance, specify spans of control and decision rights, and flag organizational friction points.

Role Architecture

Design job families and map competency expectations at each level. Define what success looks like—not just responsibilities, but outcomes and calibration points.

Governance and Decision Rights

Design S&OP rhythms and decision authority. Clarify supplier management governance, ESG decision-making, and create RACI matrices for key trade-offs.

Organizational Assessment & Gap Analysis

Assess current org against the designed model. Identify overstaffed, understaffed, or misplaced roles. Recommend build/buy/borrow actions to close gaps.

Typical Engagement

Organization design engagements typically run 4–14 weeks depending on scope, from rapid diagnostics to full transformation design.

  • Weeks 1–2: Strategy & value chain mapping through interviews with CFO, SVP Ops, procurement leader, etc.
  • Weeks 3–4: Design phase with facilitated workshops to agree on model
  • Weeks 5–8: Build role architecture and competency models
  • Weeks 9–12: Assessment of current org, gaps, and transition roadmap

Deliverables: Operating model diagram, role architecture, competency matrix, org assessment, transition plan

Ready to align structure with strategy?

Let's discuss how organization design can unlock your supply chain's potential.

Schedule a Conversation

Related Services

Organization design often connects to these complementary services.

03

Workforce & Operating Model

Once you've designed the structure, determine what skills to hire, build, or borrow.

Learn more →
05

Fractional Services

Execute the transformation with fractional leadership support.

Learn more →