Find where the work is done twice, before you consolidate

Two leaders with the same title often do different work. Two teams with different names often do the same work. A synergy number built on titles and headcount finds the first kind of overlap and misses the second. And when you remove a role, the work it carried doesn’t disappear. It moves somewhere, usually somewhere more expensive.

Orgsure measures the work in both organizations on the same scale, so you consolidate functions, not titles.

How it works

1. Load both HR exports. Positions, reporting lines and pay from each company, uploaded as CSV through Orgsure’s import templates. No HRIS integration project.
2. Run one activity survey across both companies. Every position allocates its time across the same shipped catalog of work activities, so a “Planning Manager” in one company and a “Supply Analyst” in the other are compared on what they actually do. Your own function framework maps onto the catalog as a lens; you don’t rebuild it.
3. See the work side by side. For each area of work: how much effort each company spends on it, in which roles, at what cost, and how much of that time goes to higher-value work.
4. Check the structure you’re inheriting. Span of control and layers in each company, measured the same way, so you can see which management structure the combined organization should keep.
5. Test the consolidation before you announce it. Move or remove work in a simulation and see the change in FTE, cost and structure before anyone hears about it.

What you get

• The work both companies perform, sized in FTE and dollars, with the activities underneath, so you can tell real duplication from work that only looks shared.
• The roles where a cheaper job is hidden inside an expensive one, which are often the first place a combined organization overpays.
• A tested consolidation scenario you can take to the integration committee, and data that stays after the integration team disbands.

An example from a modeled demo organization

On a modeled 2,900-person demo manufacturer, sourcing and planning work ran in both legacy businesses: about $5.1M a year across 83 FTE. Each 10% of that work consolidated returns roughly $0.5M.

These figures come from a modeled demo organization, not a customer.

Where Orgsure fits in the integration

Orgsure is the measuring layer under the integration, not a replacement for the people running it. If a consulting firm is leading the integration, Orgsure gives them activity-level data on every position instead of interviews with forty managers, and the data stays with you afterwards.

Frequently asked questions

Do we need data from both companies?

Yes. An HR export from each (positions, reporting lines, pay) and one activity survey wave across both. Comparing the work is the point.

How is this different from comparing the two org charts?

Org charts compare boxes and reporting lines. They can’t show that a role in one company does the same work as a differently titled role in the other, or that one title covers two very different jobs. Orgsure compares the work itself.

Will employees see the survey as a headcount exercise?

It’s positioned as work measurement, not performance measurement: one wave, a fixed list of activities, usually sponsored by the CHRO. It asks what work people do, not how well they do it.

We have our own function and job framework. Do we have to replace it?

No. Your framework maps onto Orgsure’s catalog as a lens. You keep your vocabulary; the measurement underneath is consistent.

How long does it take?

The HR exports load in the first two weeks, and the survey runs as one wave. A pilot takes 60 days. First findings come in 30 days, from the HR exports. The duplicated-work findings need the survey, so they follow once it closes, in weeks 6 to 8.

Does this replace our integration consultants?

No. Consultants design the future organization and run the change. Orgsure measures the work they’re designing around. Many engagements bring Orgsure in as the measuring tool.