A structure the business can run on.
Kore redesigns how the company is organised, who owns what and how work moves between teams, then writes and implements the SOPs, budgets and controls that make it stick.
The problems we are usually called in for.
If two or more of these sound familiar, Restructuring & Operations is the right place to start.
- The organisation chart describes the company as it was three years ago.
- Two people think they own the same decision, and nobody owns the next one.
- Processes live in the heads of a few long-serving employees.
- Costs grow faster than revenue and nobody can say which department is responsible.
From everyone reporting to you, to a structure that runs.
The most common pattern we restructure: a founder at the centre of every decision. Toggle to see the shape of the change.
Two accountable leads with written decision rights. The founder decides strategy, budgets and senior hires.
Every decision has one owner.
Scope of work.
Who it is for
- Companies that grew quickly and now feel slower than they should
- Businesses merging teams, entering a new market or changing their model
- Owners who want to step back from daily operations
- Leadership teams preparing for investment, audit or sale
Structure
- Organisation design and reporting lines
- Job architecture and grading
- Roles, responsibilities and decision rights
- Headcount planning
Operations
- Standard operating procedures
- Workflow mapping and redesign
- Approval matrices
- KPIs per department
Cost
- Departmental budgets
- Cost control measures
- Spend approval rules
- Monthly operational reporting
What you receive.
- A new organisation chart with every role, reporting line and span of control
- Job descriptions with accountabilities and KPIs for each role
- SOPs for the processes that carry the most risk or volume
- A delegation of authority and approval matrix
- Departmental budgets and a monthly cost review routine
- An implementation plan with owners, dates and communication
How the engagement runs.
Assess.
We map the current structure, workflows, costs and pain points through interviews and document review.
Design.
We design the target structure and operating model, and test it against real scenarios with leadership.
Implement.
We manage the transition: role changes, communication, SOP roll-out, budgets and training.
Support.
We review adoption after thirty, sixty and ninety days and adjust what is not working.
What changes.
- Every decision has one owner.
- Work no longer depends on two or three people.
- Costs are tracked by department, every month.
- The owner can step out without the business stalling.
Three ways to engage Kore. on Restructuring & Operations.
Paid assessment
One to three weeks
Interviews, document review and a written diagnosis: what to fix, in what order, and what it will take. It stands on its own.
Request an assessmentProject
Defined scope and dates
A restructure, a hiring campaign, an SOP library, a training academy or an automation build, delivered with your team.
Discuss a projectFractional retainer
Set days each month
Kore. runs HR, recruitment or operations alongside your people and reports to you every month.
Discuss a retainer
Questions.
Do you only advise, or do you implement?
We implement. Kore writes the documents, runs the workshops, supports managers through the transition and stays until the new structure is working.
How long does a restructure take?
A focused restructure of a small or mid-sized company usually takes eight to sixteen weeks from assessment to implementation. The paid assessment gives you a firm timeline.
Will a restructure mean redundancies?
Not necessarily. Most restructures we run are about clarity, ownership and process. Where role changes are needed, we handle them carefully and in line with UAE labour law.
Can you write SOPs on their own?
Yes. SOP development is often the first project, because it shows quickly where the structure itself needs work.
