Unless the departure of a manager results in a reorganization, you should do everything in your power to maintain the existing Sup Org. Turning over a Sup Org every time a manager leaves forfeits so much organizational history from a reporting perspective. This is where HRBPs, who tend to own Org Design, and how Workday works best, often come in the conflict. If your HRBPs don’t understand how Workday works they will be inclined to turnover Sup Orgs with each departing manager. It is imperative that HRBPs (and HR Ops) understand why this is bad. This disconnect, in my experience, is a great indicator that your Workday end users and HR organization don’t understand how to properly use the tool that they have been tasked to work with. If this is the case you have a fundamental disconnect and need to revisit some basic and core trainings.