Customer Case Study · HR · Organisation Design
A living org chart for the power transmission company's HR team. One Excel goes in; an interactive organisation comes out, with spans and layers X-rayed, reorganisations rehearsed on screen and succession gaps flagged before they bite.
Figures indicative; validated metrics available on request.
The power transmission company runs transmission projects, conductor and cable plants and an upgrade business across India. People move between projects every quarter. HR's picture of who reports to whom lived in slide decks that went stale the week they were sent.
Every BU kept its own PowerPoint org chart. Thirty-four versions were in circulation, each drawn by hand and out of date within weeks.
Some plant teams sat eight layers below the CEO, and a quarter of managers had one or two reports. Nobody could see it, so nobody fixed it.
Each restructuring took weeks of redrawing. Leaders saw one option, late, with no view of the cost, the layers or the people affected.
Successor lists sat in a separate file. When a project director resigned, HR found out on the same day that there was no ready-now cover.
Built with the power transmission company's HR leadership and HR business partners, starting from an HRMS extract and the decks they already had.
Select a step to see what happened.
We gathered every org chart in circulation and compared them with the HRMS.
Deliverable: Org data audit and use-case list.
A single sheet that any HRBP can maintain: one row per person.
Deliverable: Org data template and design rules.
A single HTML file that turns the Excel into an interactive organisation.
Deliverable: Org Studio (single HTML) and data template.
The chart refreshes the day the Excel changes.
Deliverable: Refresh routine and reorg review template.
From a monthly Excel to a daily feed.
Deliverable: Integration roadmap and access model.
Four connected views built on one Excel. Everything below is live: click, search, filter, ask a question, rehearse a reorg. Upload your own sheet and every view rebuilds.
Click a card for detail, the round button to open a team, drag to pan, scroll to zoom. Colour the chart by business, span health, flight risk or tenure.
All people, names and figures are synthetic and illustrative; no the power transmission company employee data is shown. The download gives the same Excel template HR maintains.
Type a question or tap one below. The answer names the people, and one click lights them up on the org chart above.
Try “Who reports to the CFO?” or “Critical roles with no successor”.
The question becomes a filter on the org data. The filter is shown, so HR can check the logic before acting on the answer.
// waiting for a questionRule-based demo. In production Claude reads the question and the org data, with access controls by role.
The radial view puts the CEO at the centre and each layer on a ring. Switch on a scenario, or move a team yourself, and watch the organisation re-form with its layers, spans and management cost.
Span health: under 3 direct reports is narrow, 3 to 10 healthy, above 10 wide. Management cost uses illustrative grade-based CTC.
Every leadership role plotted by the incumbent's flight risk and the strength of the bench behind them. Top-left is safe; bottom-right needs action now. Toggle to see the bench after the talent review.
Click a bubble to see the incumbent and their successors.
Flight-risk and readiness scores are synthetic. In production they come from the talent review, with access limited to HR and the role's line manager.
With narrow spans visible, the first delayering round merged teams that had one or two reports. And HR stopped spending days redrawing slides.
Number of managers by direct reports
Before and after Org Studio
Figures indicative; validated metrics available on request.
When the org chart is generated from data HR already owns, it stays current without anyone redrawing a box.
Once narrow spans and deep layers were visible, leaders fixed them in a quarter. They had simply never seen them.
Seeing the layers, cost and people affected before the announcement turned reorg debates into choices between options.