An organisation’s ability to perform is directly shaped by how it is designed. Structures, roles, reporting lines, and reward systems must work together to support strategy—not hinder it. At Redefine Brands Group, we specialise in designing organisations that are aligned, efficient, and built for sustainable performance. We work across both public and private sectors, understanding the governance, compliance, and operational realities that define each environment. Our approach ensures that organisational design is not only strategic, but also inclusive, practical, and implementable.
What sets Redefine Brands Group apart is our deliberate and structured approach to stakeholder consultation.
Organisational design cannot be imposed—it must be understood, challenged, and owned by those who operate within it. That is why we engage all critical stakeholders throughout the process.
We facilitate structured consultations with Boards, Executives, Senior Management, Employees, and Organised Labour, ensuring that every voice is heard and every perspective is considered. This is particularly critical in the public sector, where labour relations and governance play a central role in implementation success.
Our approach builds alignment early, reduces resistance to change, and strengthens the legitimacy of the final organisational design.
Our Organisational Development methodology is comprehensive, structured, and data-driven. It integrates technical design with human engagement.
We begin with a diagnostic phase, combining data analysis with stakeholder consultations across all levels of the organisation. This allows us to identify structural inefficiencies, role ambiguity, and misalignment with strategy.
We then design a future-fit organisational structure that reflects both strategic priorities and operational realities. This includes defining reporting lines, governance layers, and functional integration.
The process is iterative and consultative, ensuring that the design evolves through engagement, not in isolation.
We then translate structure into roles through job profiling, and align reward systems through job evaluation, grading, and salary benchmarking.
Job profiling is the foundation of a functional organisation. Without clear roles, even the best structures fail.
We conduct detailed job profiling exercises to define the purpose, responsibilities, and outputs of each role. This process is highly consultative—we engage both role incumbents and managers to ensure accuracy and alignment.
The result is a set of structured job profiles that provide clarity, eliminate duplication, and create a foundation for performance management.
Once roles are defined, we apply objective job evaluation methodologies, including the Paterson grading system, to determine the relative value of each role within the organisation.
This ensures fairness, transparency, and consistency across all positions.
For public sector organisations, we ensure full alignment with DPSA guidelines and governance frameworks. For private sector organisations, we tailor grading structures to support strategic positioning and organisational growth.
A well-designed organisation must also be competitively positioned in the labour market.
We conduct comprehensive salary benchmarking using credible market data, comparing roles across industries and sectors. Our analysis includes percentile positioning (P25, P50, P75, P90), enabling organisations to make informed decisions about remuneration.
We provide not only data, but strategic insight—helping organisations balance competitiveness, affordability, and internal equity.
