How do I create a company org chart?

Quick answer

1. Define the company structure: the departments and hierarchy levels.
2. Set the roles and reporting lines — who reports to whom and in what function.
3. Choose a format or tool (from a manual diagram to a dedicated HR module).
4. Populate the org chart with the real people and the links between them.
5. Update it at every change (hire, promotion, departure), so it stays accurate.

The org chart is not explicitly required by the Labour Code, but it reflects the roles in the job description and the individual employment contract.
For functions and pay levels, the structure helps consistency with the internal regulations and the pay scale.
Personnel data shown in the org chart (name, function) is personal data: limit visibility under GDPR.
A clear org chart supports transparency and proper employee information about the structure, useful at onboarding.

Example: a 40-employee company splits the org chart by department (sales, production, finance, HR) with a lead for each.
Example: on a promotion, the org chart updates automatically from the employee record, without redrawing it manually.
Example: a new employee sees on day one where they fit and to whom they report, straight from the org chart.
Example: a company with several sites uses the org chart to clarify reporting lines between locations.

An org chart drawn once and never updated, which quickly becomes out of step with reality.
Confusing the org chart with the employee list — the org chart shows reporting relationships, not just names.
Keeping it in an isolated file (PowerPoint/Excel), with no link to the personnel records.
Showing excessive personal data, without limiting visibility under GDPR.

4softhr generates the org chart automatically from the employee records and the defined reporting relationships.
At every change (hire, promotion, departure), the org chart updates itself, without manual redrawing.
Role-based visibility respects GDPR: each person sees only what they are allowed to.
The org chart links to onboarding, reviews and development plans, in the same platform.
Romanian-language support and integration in the 4b2b ecosystem keep the structure consistent with time tracking and payroll.