Sift Launches Org Planning to Help HR Leaders Navigate AI Workforce Disruption, Restructuring, and Skills-Based Organization Design

As organizations face simultaneous pressure from AI-driven role transformation, M&A acceleration, and the shift to skills-based workforce design, Sift’s new planning capability gives people leaders the intelligence they need to design their org around actual skills, experience, and expertise — not just titles and headcount.

Sift, the people intelligence platform that gives organizations clearer visibility into their workforce through org charts and employee directories, today announced the launch of Sift Org Planning. The new capability lets HR leaders and business leaders build, compare, and share proposed org structures, starting from current, HRIS-synced data, before committing to a change.

Three forces are reshaping how organizations are designed in 2026. Artificial intelligence is eliminating and transforming roles faster than traditional job structures can accommodate — and many HR leaders don’t have a clear enough picture of what their people can actually do to make confident redeployment decisions. M&A deal volume is accelerating, and the window between deal close and integration pressure is shrinking. And leading HR organizations have stopped planning their workforces around job titles and headcount, turning instead to skills and capabilities as the primary unit of organizational design.

These forces share a common gap: the tools HR teams use to plan their organizations weren’t built for how this work actually happens. Reorgs are modeled in PowerPoint slides that go stale the moment someone changes teams. Integration scenarios are built in spreadsheets disconnected from the HR systems of record. Skills-based planning requires data that lives in multiple systems and a team of analysts to assemble into something actionable.

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“HR teams have always had to leave their org chart to plan the future of their org. Sift Org Planning closes that gap — not by adding another workflow tool, but by turning the org chart itself into a shared canvas where HR leaders and business leaders can design around capability, not just structure, and see the impact of every decision together before anything is announced.” — Larry Angeli, CEO, Sift

Designed for the Way Reorgs Actually Happen

Every Scenario starts from a copy of your current org chart, kept separate from your live org chart, so plans are built on current data rather than a static export. Capabilities include:

• Scenario Management — Create multiple Scenarios from existing org data or a blank canvas, and share or co-edit them with key collaborators.
• Drag-and-Drop Editor — Move employees and positions across the org chart directly; people and positions move together.
• Create New Nodes — Add net-new positions, employees, or org nodes that don’t yet exist in a data sync — built for M&A integration and hiring-surge planning.
• Import Live Data — Every Scenario pulls current data from Workday, UKG, CSV, or ATS integrations, so proposed structures are built on today’s org, not last quarter’s export.
• The Bench — Temporarily set employees aside to hold them for placement in a new structure later.
• Scenario Summary — Automated rollups of headcount and compensation impact as changes are made, visible alongside the structural change itself.
• Change History — A running log of every edit made within a Scenario, so teams can track what changed, when, and by whom.
• Commenting — Add comments to a Scenario or to individual nodes, so stakeholders can flag issues — like a skills gap or reporting-line conflict — directly in context.

Why Context Matters: Moving People, Not Just Positions

Sift Org Planning is built on Sift’s org chart and connected to Sift’s employee profiles. When planning a change, a planner can click from any person in a scenario into their full Sift profile, including skills, experience, and current projects, without leaving the plan. When a CHRO is designing a new structure in response to AI taking on more transactional work, or modeling the combined org after an acquisition, that context sits inside the planning experience rather than in another system.

Sift Org Planning gives HR leaders a shared, confidential canvas where CHROs, HR business partners, and business leaders can visualize and shape proposed changes together in real time. A head of engineering can see how a proposed team consolidation affects their function; a finance business partner can watch headcount and labor cost shift as changes are made; an HR business partner can flag a skills gap in a proposed structure before it becomes a post-announcement problem. Proposed Scenarios can be shared with collaborators who can view, edit, and comment in the same scenario, without the risk of a premature announcement or a version-controlled PowerPoint chain passed around over email.

The foundation matters as much as the features. Sift holds certified integration partnerships with Workday, UKG and Microsoft, which means every scenario starts from current, accurate people data rather than a manual export or a spreadsheet that was current last quarter.

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