Org Design — positions, job profiles, skills, and headcount

Org Design (Workforce → Org Design, admin-only) is the structural backbone the rest of HR hangs off — compensation, talent, succession, headcount, and analytics all read from it.

Staffing model:
Choose how hiring relates to budgeted seats. Job Management lets you hire freely against job profiles (positions optional). Position Management requires every hire to fill a pre-created position. Switch any time.

Job Profiles:
The title catalog — job family, management level, a comp grade band (min/mid/max), and required skills. The grade mid drives the compa-ratio you see in Compensation and Analytics.

Positions:
A budgeted seat distinct from the person who fills it. Each has a job profile, department, FTE, and status (open/filled/frozen/closed). Assigning a worker to a position (People → edit → Position, or hiring against it from Jobs) fills it automatically; offboarding vacates it.

Skills:
The org skill catalog. Click "Seed with Wally" to generate a starter set from your industry and roles, or add skills by hand. Workers tag themselves from this list; job profiles mark some as required, which powers succession dev-gap analysis.

Headcount:
Set budgeted headcount targets per department, then track them against live Seats / Filled / Open / actual Headcount rolled up from positions and workers.

Manager (reporting line):
Set "Reports to" on a worker (People → edit) to define an explicit reporting line. It overrides the inferred org chart and feeds span-of-control analytics.