HR contributes to organizational strategy through its structural framework. HR department configurations vary: centralized, decentralized, or shared services models. Each structure aligns HR practices with organizational goals uniquely. Centralized structures promote consistency and standardization. Decentralized structures empower business units for autonomy and responsiveness. Shared services models balance centralization and decentralization for efficient HR services. Regardless of structure, HR collaborates with stakeholders to ensure strategic alignment. Understanding organizational structure helps navigate complexities and drive HR initiatives