In Software Inc you have the ability to create teams with different roles (e.g. SI has programmers, developers, etc) or only one role like a programming team. You can hire/educate a team member to be the team leader and can educate the leader to become an HR manager for that team. If the lead is also an HR manager you can determine how the lead should work with his/her team e.g. educating the members, what kind of team members to hire, amount of team members per role, holidays, minimum skill level before starting on a project (which means extra educating), etc. So it’s micromanagement up to a certain level and then you can let go of it as the lead HR manager takes care of things, up to the point you accept it of course 
. You always have the option to micromanage the teams yourself. The team lead can just be lead but also assigned for a role so he/she is just part of the working force.
In ACEO the team option could also be interesting as you can assign one or multiple roles to the team and assign that team to a certain area so one or more role types can fulfil their task. It would also give the option to determine per team what you expect and accept in terms of skill levels for certain roles and teams. Could be that you accept that janitors do not need a very high level of technical skill, where the ramp agent or the airport staff must have that. Or if a new team is added as an extra team to take care of a new area in the airport, in the future when it is build, you can already start with educating them besides the other team. This means lower salaries to start with and you can educate them on the points you want the team to be best. This gives a per team HR management option instead of an overarching HR manager for all employees.
Hope this helps a bit in how it works in SI and how I see that in ACEO.