This report provides an analysis and recommendation for Iron Bird Logistics (IBL) to achieve sales revenue IDR 1 trillion within 5 years by designing a proper Strategic Human Resources Management (SHRM) through best fit organization structure and by developing valid competency matrix to align with IBL business objectives. To determine the most appropriate methods, a literature review was performed to explore the SHRM and links to business strategies and design the organization structure to enhance the effectiveness of IBL as 3PL service provider. The literature review also explored the competency management that is required to support superior performance in a given role. To identify the company problem, the internal and external analysis were conducted using PESTLE, SWOT, Five Forces, Balanced Scorecard and Business Canvas Model. From the internal and external analysis, it is found out that some key highlights that need to be focused by IBL from SHRM perspective are designing agile and effective organization structure with adequate number of manpower and having strong organizational competencies to achieve the 5 year ambition. The analysis of re-design current organization structure uses Mintzberg theory, while the development of competency matrix uses Six Stage of Boulter model. Current organization structure using Mintzberg model is closely associated with Machine Bureaucary where the organization is perceived as highly bureaucratic. This study recommends a new organization structure combining between Adhocracy and Professional Bureaucracy model where Adhocracy will be used in Operational team that requires task performance in project-based type with many informal coordination while Professional Bureaucracy will be used by Sales team that requires to have professional sales skill and should be able to handle variety of services and clients. IBL uses existing competencies from Blue Bird Group competency dictionary in combination with BNSP competencies to cover several key positions. To understand what set of competencies that are required by IBL, questionnaire and interviews were conducted. A competency model by Boulter is hence utilized as enabler tool to analyze, design and propose a holistic, comprehensive competency model for IBL using six stages of designing competency model.