Organizational Chart

A living map of the company that shows who reports to whom, which seats exist, and how well-staffed each team is.

Overview

The Organizational Chart shows the company's reporting structure as a visual tree, and also tracks the underlying “seats” (positions), pay grades, and staffing numbers behind that structure.

HR can reorganize reporting lines and review staffing, while managers and employees get a read-only view scoped to what they need to see. Every structural change is logged so HR can look back at exactly what changed, when, and by whom.

Who uses it

HR Admins: Full control — build the chart, reassign reporting lines individually or in bulk, run reports, and review the full history of changes.
Managers: See their own reporting subtree, browse the position list, and search for colleagues.
Employees: Browse the company's chart to see how teams connect and search for colleagues; typically cannot edit anything.

What you can do here

View the chart as a tree of employee cards, expand or collapse teams, search for a colleague, and open a short profile panel with a link to their full employee page.
Switch to a “position view” that shows named seats (job codes/titles) rather than people, along with how many are filled versus authorized.
Zoom in/out and auto-fit the chart, then download a PNG image or a PDF of the chart exactly as it appears on screen.
Look at the chart as it existed on any past date, to see how the structure has evolved over time.

HR only

Drag an employee's card onto a new manager's card to update their reporting line, with a confirmation step and an effective date.
Use the Reporting lines tab to change anyone's manager by name, add people to a manager's team (one at a time or several at once), remove them from it, or reassign a whole team at once when a manager leaves. The same tab handles temporary “dotted-line” (matrix) relationships with optional leave-approval or performance-review rights, and delegations that let someone approve in a manager's place while they're on leave (a delegation can be revoked early).
Reset the entire reporting structure, or undo/redo the most recent structural change.
Run built-in reports — span of control, hierarchy depth, recent manager changes, matrix relationships, and grade distribution — each exportable to a spreadsheet file.
Review a full structural audit log of every change made, and who made it.

Step-by-step: Reassigning an employee's manager

1Open the Organizational Chart and switch on Edit mode (HR only).
2Find the employee's card and drag it onto the card of their new manager. Cards that cannot be the target (the employee's own team) dim while you drag.
3In the pop-up, set the effective date, choose whether their team moves with them, optionally move them to the new manager's department, and add a reason.
4Confirm, and the card glides to its new place under the new manager.
5If needed, use Undo right away to reverse the change, or open the History tab to see it recorded in the audit log.

How it connects to other modules

Employee profiles: opening a person's card links straight to their full profile in Employees.
Assets: approval chains can route to “the reporting manager,” resolved from the current chart structure.
Leave and performance: dotted-line (matrix) managers can be given leave-approval or performance-review rights over the people who report to them this way.
Employee Lifecycle: promotions, transfers, and offboarding tie into positions and reporting lines managed here.

Good to know

Resetting the chart removes every reporting assignment across the whole company; it does not restore any earlier structure by itself — use Undo right afterward if that's needed.
A “cycle” (for example, two people accidentally set to report to each other) is detected and flagged directly on the chart rather than silently breaking the view.
Nobody can be shown as their own manager, and structural changes are always logged — this cannot be turned off.