Top 5 Organizational Design Consultants

Choosing Organizational design shapes how a company makes decisions, coordinates work, and holds people accountable. The right consultant can help leaders move from a structure that looks sound on paper to one that performs in practice.

This editorial list features five consultants with distinct strengths. It is intended to help business leaders identify the expertise that best fits their organizational challenge.

1. Doug Pace - CEO, Stonehill

Best for: Middle market companies connecting business processes to organizational structure

Doug Pace leads Stonehill’s work helping companies design organizations around how work actually gets done. His approach examines workflows, handoffs, decision points, and accountability before determining how roles and reporting relationships should be arranged. The org chart becomes the result of the design work, grounded in the processes the business needs to run.

That focus is particularly useful for middle market companies whose growth or acquisitions have created overlapping responsibilities, inconsistent processes, or unclear ownership. Doug connects organizational design with Stonehill’s experience in process improvement, strategy, and post-merger integration to help leadership teams build structures they can put into operation.

What sets him apart: A process-to-org-chart approach tailored to the pace and practical needs of the middle market.

Learn about Stonehill’s organizational design services.

2. Kevin Kelley - Managing Director and Senior Partner, Boston Consulting Group

Best for: Enterprise operating models and organization-wide cost challenges

Kevin Kelley leads BCG’s work in operating models, organization, and cost. He brings an enterprise perspective to questions about organizational complexity, performance, and the cost of operating a business. His expertise is relevant when leaders need to redesign a large organization while addressing how its structure affects efficiency.

What sets him apart: Combining organization design with a sustained focus on operating model and cost performance.

3. Paul Jeruchimowitz - Senior Managing Director, Accenture

Best for: Organizational redesign alongside major technology change

Paul Jeruchimowitz is Accenture’s global lead for operating model and organization design. His work sits at the intersection of how an enterprise is structured and how it uses technology to operate. He is a relevant choice for companies rethinking roles and ways of working as part of a broad transformation.

What sets him apart: Connecting operating model decisions with technology enabled change at enterprise scale.

4. Leigh Weiss - Senior Expert, McKinsey & Company

Best for: Governance and executive decision making

Leigh Weiss focuses on organizational effectiveness, governance transformation, and executive decision making. Her work addresses a common problem in complex organizations: leaders may know their reporting lines, yet still lack clarity about who makes important decisions and how those decisions move forward.

What sets her apart: A specific focus on the governance and decision processes that make a structure effective.

5. Mitali Bose - Senior Client Partner, Korn Ferry

Best for: Aligning organization design with leadership and talent

Mitali Bose is Korn Ferry’s global solutions leader in strategy execution and organization design. Her expertise is relevant when leaders need to translate strategic priorities into a workable structure while considering the roles and capabilities required to execute it.

What sets her apart: Linking organizational design to the leadership and talent questions that accompany strategic change.

How to choose an organizational design consultant

Start with the problem your organization needs to solve. If work breaks down between teams, examine how a consultant studies processes and accountability. If decisions stall at the executive level, look for governance expertise. If a redesign accompanies a major technology program or enterprise cost initiative, seek experience at that scale.

For middle market companies, an effective design must be practical enough to implement and clear enough for people to use. Contact Stonehill to discuss how your processes, roles, and organizational chart can work together.