More companies are moving CRM, billing, HCM, and operations into NetSuite, and your org chart is changing because of it.
A single platform removes handoffs and duplicate work. It also forces teams to work in new ways. You no longer hire for narrow system roles. You hire for cross-functional skill sets. You also need a Center of Excellence, or CoE, to run the platform with clear ownership.
This shift affects finance, sales, HR, supply chain, and IT. Each group now depends on the same data, the same workflows, and the same controls. Your structure must reflect that.
Why consolidation changes hiring
When you run multiple systems, each team owns its own tools. When you consolidate into NetSuite, every team touches the same platform, creating new needs.
You now need people who understand:
- Core NetSuite modules
• Process logic across departments
• Data flow from first transaction to final report
• Basic configuration
• Testing and quality checks
You also need people who speak the language of each function. A NetSuite lead must meet with finance in the morning, sales in the afternoon, and HR the next day. These conversations guide design choices. Poor choices slow the business. Strong choices save hours each week.
Job descriptions are affected too. A NetSuite administrator must understand CRM objects. A finance lead must learn how HR data shapes payroll and reporting. A sales ops manager must understand billing logic. Each role stretches across functions.
Anderson Frank connects you with NetSuite professionals who work across finance, sales, HR, and supply chain. They help your teams run one platform without confusion.
Why a CoE model fits consolidation
A CoE gives you a stable structure for a unified platform. A good CoE has clear roles and short lines of communication. You avoid duplicate work. You avoid shadow systems. You keep quality high.
A simple CoE model includes:
- A product owner with authority to set rules
• A solutions lead who designs workflows
• A data lead who manages definitions and accuracy
• A technical lead who handles integrations
• Analysts who support each function
This structure keeps decisions moving. It also provides a clear path for requests. Teams know where to ask questions. They know who approves changes, and this flow helps reduce waiting time and rework.
Consolidation increases demand for cross-functional talent
A unified platform creates demand for people who can support more than one team. These people understand how a sales quote becomes revenue, how a purchase order becomes landed cost, and how employee data becomes payroll.
You need cross-functional support because:
- Data flows across many modules
• One change affects many processes
• Teams depend on the same reports
• Errors spread faster in one system
As a result, employers are pushed to hire people with broad NetSuite experience. You also need people who explain decisions clearly. Consolidation fails if users do not trust the system.
The Anderson Frank Careers and Hiring Guide 2026 shows that 57% of hiring managers struggle to find people with the right industry experience, highlighting how tight the market is. Strong cross-functional hires fill that gap.
How to structure roles after consolidation
You need fewer narrow specialists and more broad operators. Your org chart should reflect that shift.
A simple structure works well:
- A central NetSuite team governs the platform
• Finance, sales, HR, and operations each provide one power user
• The central team trains power users and sets change rules
• Power users give feedback from their functions
• The central team sets priorities and releases updates
This model reduces chaos. It also reduces backlogs. You avoid long queues because each function handles basic questions, while the central team handles design and system updates.
Anderson Frank connects you with NetSuite professionals with experience in CoE models. They help your teams adopt new structures with less friction.
How consolidation changes daily work
When you run one platform, work moves faster. It also becomes more transparent. You see handoffs, gaps, and delays.
Daily tasks might change in a variety of ways:
- Billing teams work with sales ops to correct quote data
• HR works with finance to fix payroll mapping
• Operations teams share data with supply chain for planning
• Finance works with sales to confirm revenue schedules
• Power users help their departments adopt new workflows
These tasks require people who understand the whole process. They must read logs, test changes, and explain next steps in short, direct terms.
How leaders benefit from consolidation
Leaders gain a clearer view of the entire business. They see orders, cash, headcount, and costs in one place. Reports match because all numbers come from one source. You waste less time chasing mismatches.
Consolidation also reduces vendor costs. You support one system. You train your teams in one interface. You reduce integration points that slow the business.
The main benefit is ownership. You build one team that supports the whole platform. This lifts quality and reduces noise.
What to do next
You need a hiring plan that matches your consolidation goals. You need people who understand processes across functions. You also need a team structure that guides decisions.
Your next steps:
- Hire cross-functional NetSuite talent
• Build a CoE with clear ownership
• Train power users in each function
• Create one set of process rules
• Review data definitions across teams
• Set a monthly release cycle to keep work steady
These steps help your teams trust the system and reduce errors.
