Organisational Design Consultant — London & UK
Align your structure to your strategy. Rosie's People works with founders, CEOs and boards to redesign operating models, restructure functions, and build organisations that can scale without breaking — across high-growth, complex and regulated environments.
Organisational design that aligns to strategy — not the org chart
Most restructures fail because they focus on boxes and titles, not the work the organisation needs to do differently. Real organisational design starts with the strategy, the customer, and the commercial reality — and then asks how people, decisions, accountabilities and capabilities need to be arranged to deliver it.
That's where Rosie's work starts. Not with the org chart, but with the strategic question.
When organisational design is the right intervention
Organisational design work is most valuable at inflection points — when something has changed in the business that the existing structure was not designed for.
A new strategy or commercial model
Rapid scaling — past the limits of the current operating model
Post-acquisition or post-merger integration
Cost reduction or efficiency programmes
International expansion or new market entry
Regulatory change requiring functional restructure
Persistent decision-making, accountability or performance friction
Founder-led structures outgrowing their original shape
What an org design engagement covers
Engagements typically run 6–14 weeks and combine strategic diagnosis, structured design work, and rigorous implementation planning. The work is participative — done with the leadership team, not delivered to them.
Strategic diagnosis — what is the structure actually for?
Operating model design and target state
Functional structure, roles and accountabilities
Decision rights and governance frameworks
Spans and layers — managerial design
Workforce planning and capability gaps
Implementation roadmap, sequencing and risk
Change communication and leadership alignment
Restructure is a last resort, not a first move
Large-scale restructures are disruptive, expensive and slow to bed in. Before recommending one, Rosie tests every alternative — clarifying decision rights, redrawing accountabilities, redesigning processes, or rebuilding capability. When a full restructure is genuinely the right answer, the work is to make it land cleanly. When it isn't, the work is to find the lighter intervention that actually solves the problem.
Why founders and boards bring in Rosie
Rosie is a Chartered FCIPD with 25+ years of organisational design work spanning teams of 10 through to global workforces of 600+ — across fintech, financial services, public sector and high-growth technology. She operates at the intersection of people, performance and commercial strategy — which is where most org design questions actually live.
Chartered FCIPD — held to the highest professional standard
25+ years scaling organisations from 10 to 600+ employees
Trustee, Trust for London — Finance & Resources Committee
Executive Contributor, Brainz Magazine
FAQ
How long does an organisational design engagement take?
Most engagements run 6–14 weeks from kick-off to implementation plan. Larger and more complex programmes — for example, post-acquisition integration across multiple geographies — can extend to 4–6 months. The scope and pace are agreed up-front with the leadership team.
Do you design new structures, or just advise on them?
Both, depending on what the business needs. Most engagements include working with a small leadership design team to co-create the structure, then producing the implementation plan, governance design and communication approach. Where required, we also support delivery through to the new structure going live.
Will you tell us if we don't actually need a restructure?
Yes — and we frequently do. Restructure is expensive and disruptive. Where the actual problem is decision-making, accountability or capability rather than structure, we'll surface that and recommend the lighter intervention. Honest scoping is part of the value of bringing in external expertise.
How is this different from what a Big 4 consultancy would do?
Bigger firms typically deploy junior associates against a methodology. Rosie's work is senior-led throughout — direct partnership with the CEO, board and leadership team, drawing on 25 years of doing this hands-on. The result is usually faster, more contextual, and substantially more cost-effective.
Do you support implementation, or just design?
We support implementation. Org design that stops at the slide deck almost never lands. Engagements typically include sequencing, change communication, leadership alignment, and ongoing partnership through the first 1–3 months of the new structure going live.
Ready to stop firefighting?
The first 15 minutes of our consultation call is on us — no forms, no friction. Tell us what you're working on and we'll tell you straight whether we're the right fit.
Looking for a job? Live roles are on our careers page.
