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Director Of Organizational Development Jobs in Indiana

Foster Success

Director of Development

Indianapolis, IN · On-site

$85 - $120/hr

Director of Development Position Overview The Director of Development (DoD) will be based in ... Lead sponsorship strategy and revenue generation for organizational events and initiatives.

Ivy Tech

Director of Development

Fort Wayne, IN

$47K - $73K/yr

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

In collaboration with the Director of Grant Development and Strategies strategize on funding ... Strong communication, organizational, and interpersonal skills. * Excellent writing and editing ...

Ivy Tech

Director of Development

Fort Wayne, IN · On-site

$47K - $73K/yr

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

In collaboration with the Director of Grant Development and Strategies strategize on funding ... Strong communication, organizational, and interpersonal skills. * Excellent writing and editing ...

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Director Of Organizational Development information

See Indiana salary details

$70.9K

$106.6K

$155.1K

How much do director of organizational development jobs pay per year?

As of Aug 19, 2026, the average yearly pay for director of organizational development in Indiana is $106,623.00, according to ZipRecruiter salary data. Most workers in this role earn between $90,900.00 and $118,000.00 per year, depending on experience, location, and employer.

What does a director of organizational development do?

A Director of Organizational Development is responsible for designing and implementing strategies that improve an organization's effectiveness, culture, and employee development. They often lead initiatives related to change management, leadership development, talent management, and organizational assessments. Their goal is to align people, processes, and policies with the overall business strategy to drive growth and performance. This role collaborates closely with senior leadership and human resources to foster a productive and positive workplace environment.

What are the key skills and qualifications needed to thrive as a director of organizational development?

To thrive as a Director of Organizational Development, you need expertise in change management, talent development, strategic planning, and a background in human resources or organizational psychology, often supported by a relevant advanced degree. Familiarity with HRIS platforms, data analytics tools, and certifications like SHRM-SCP or ODCP is highly valued. Exceptional communication, influence, and leadership skills distinguish top performers in this role. These competencies are crucial for driving organizational change, fostering a positive culture, and aligning talent strategies with business goals.

What are some common challenges faced by a director of organizational development and how can they be addressed?

Directors of Organizational Development often encounter challenges such as managing resistance to change, aligning development initiatives with business goals, and ensuring consistent communication across departments. Successfully addressing these issues involves fostering a culture of transparency, actively engaging stakeholders at all levels, and utilizing data-driven approaches to measure the impact of development programs. Building strong relationships with leadership and regularly soliciting feedback can also help in overcoming obstacles and ensuring the success of organizational initiatives.

What is the difference between Director Of Organizational Development vs HR Manager?

AspectDirector Of Organizational DevelopmentHR Manager
Primary FocusOrganizational growth, change management, leadership developmentEmployee relations, recruitment, compliance
Required CredentialsMaster's degree in HR, Organizational Development, or related field; certifications like SHRM-SCPBachelor's degree in HR, Business, or related field; SHRM-CP certification often preferred
Work EnvironmentStrategic planning, cross-department collaboration, executive meetingsEmployee-focused, administrative tasks, HR policies implementation

The Director Of Organizational Development primarily focuses on strategic initiatives to improve organizational effectiveness and leadership, while the HR Manager handles day-to-day employee relations and HR operations. Both roles require HR-related credentials and work closely within the HR and leadership teams, but their core responsibilities differ significantly.

What are the most commonly searched types of Of Organizational Development jobs in Indiana?

The most popular types of Of Organizational Development jobs in Indiana are:

What are popular job titles related to Director Of Organizational Development jobs in Indiana?

For Director Of Organizational Development jobs in Indiana, the most frequently searched job titles are:

What job categories do people searching Director Of Organizational Development jobs in Indiana look for?

The top searched job categories for Director Of Organizational Development jobs in Indiana are:

What cities in Indiana are hiring for Director Of Organizational Development jobs?

Cities in Indiana with the most Director Of Organizational Development job openings:

Director Of Organizational Development jobs near you
Infographic showing various Director Of Organizational Development job openings in Indiana as of August 2026, with employment types broken down into 1% As Needed, 82% Full Time, 15% Part Time, and 2% Contract. Highlights an 90% Physical, 3% Hybrid, and 7% Remote job distribution, with an average salary of $106,623 per year, or $51.3 per hour.

Director of People & Culture Development

Indiana Wesleyan University

Marion, IN • On-site

Full-time

Re-posted 21 days ago

Indiana Wesleyan University rating

8.6

Company rating: 8.6 out of 10

Based on 14 frontline employees who took The Breakroom Quiz

66th of 619 rated colleges and universities

Job description

Director of People & Culture Development
Job no: 495105
Work type: Administrative (Full Time)
Location: Marion, IN
Categories: Administrative/Professional, Human Resources, Other
Job Title: Director of People & Culture Development
Reporting Relationship: Associate Vice President, People & Culture
Unit: Central Administration
Department: People & Culture
Campus Location: Maxwell Center, Marion, IN
Summary of Position: The Director of People & Culture Development designs, delivers, and measures high-impact professional and talent development programs that strengthen leadership capability, elevate employee engagement, and advance a Christ-centered organizational culture. This role authors curricula for online and in-person learning, manages internal and external subject matter experts (SMEs), leads facilitation, and uses pre/post assessments and analytics to drive continuous improvement. The Director partners across varies departments and academic/administrative units to align initiatives with institutional mission, values, and strategic goals.
This position reports to the Associate Vice President of People & Culture.
Duties and Responsibilities
  • Program and content design o Design end-to-end learning programs, curricula, and resources for online, hybrid, and in-person delivery (workshops, series, cohorts, micro-learning)
    • Translate institutional strategy into practical learning pathways for leaders, managers, and staff
  • Facilitation and delivery
    • Lead engaging training sessions and large/small group workshops; coach facilitators; model best-practice adult learning
  • Subject Matter Expert (SME) management
    • Source, contract, and coordinate SMEs; establish quality standards; ensure content accuracy, alignment to mission, and accessibility
  • Assessment and analytics
    • Develop pre/post assessments, pulse checks, and longitudinal measures; analyze outcomes and ROI; translate insights into program improvements and leadership-ready reports
  • Talent development and culture
    • Support onboarding, performance development, leadership pipelines, and succession pathways; integrate learning with career progression
    • Advance initiatives that foster employee engagement, belonging, and Kingdom diversity where all employees feel valued and empowered
  • Change management and communications
    • Build learning-enabled change plans for strategic initiatives; develop communication and enablement toolkits that improve adoption and reduce resistance
  • Employee engagement insights
    • Implement surveys, focus groups, and feedback loops; synthesize findings into actions with Employee Success & Care/HR and unit leaders
  • Workforce development partnership
    • Partner with Employee Success & Care/HR business partners and leaders to identify skill gaps, align programs to workforce analytics, and prioritize high-impact capabilities
  • Platform and operations
    • Administer/partner on learning management system (LMS) and learning tools; maintain program calendars, vendor relationships, and budgets; ensure documentation and compliance
  • Mission and community standards
    • Ensure all initiatives and content reflect a strong Christian commitment and align to the IWU Community Lifestyle Statement
  • Other duties as assigned

Qualifications: According to Indiana Wesleyan University employment policy all employees must possess a strong Christian commitment and adhere to the standards outlined in the IWU Community Lifestyle Statement.
Education
  • Bachelor's degree required in Human Resources, Instructional Design, Organizational Development, Business Administration, Organizational Psychology, or related field
  • Master's degree preferred; doctoral degree or equivalent experience is a plus
  • Professional certifications with Association for Talent Development (ATD), Cultural Intelligence, Myers-Briggs, StrengthsFinder, Working Genius, Birkman, etc. are ideal but not required

Experience
  • Five or more (5+) years in talent development, learning & development, organizational development, or human resources; Two or more (2+) years leading programs or teams preferred
  • Demonstrated success designing curricula and teaching/facilitating for diverse audiences
  • Experience coordinating multi-stakeholder projects and managing SMEs/vendors
  • Higher education or large non-profit experience preferred
  • Demonstrated ability to work effectively with individuals from diverse communities and cultures

Required Skills
  • Analytical mindset; able to leverage data/metrics to inform decisions and measure impact of people initiatives
  • Strong facilitation, coaching, and presentation skills for audiences of all sizes
  • Demonstrated curriculum/course writing ability and familiarity with adult learning principles
  • Proficiency with LMS and virtual delivery tools; comfortable with assessment dashboards and basic data visualization
  • Excellent interpersonal and communication skills; proven ability to build allies, collaborate, and influence across levels
  • Commitment to fostering Kingdom diversity and a culture of belonging.
  • Problem-solving orientation; brings fresh ideas that advance the University's vision
  • Commitment to fostering Kingdom diversity with a passion for creating a workplace where all employees feel valued and empowered
  • Learning platforms (e.g., LMS), virtual facilitation tools, survey/assessment platforms, and basic analytics/BI tools

IWU Kingdom Diversity Statement
IWU, in covenant with God's reconciling work and in accordance with the Biblical principles of our historic Wesleyan tradition, commits to build a community that reflects Kingdom diversity. We will foster an intentional environment for living, teaching and learning, which exhibits honor, respect, and dignity. Acknowledging visible or invisible differences, our community authentically values each member's earthly and eternal worth. We refute ignorance and isolation and embrace deliberate and courageous engagement that exhibits Christ's commandment to love all humankind.
LIMITATIONS AND DISCLAIMER
As a religious educational institution operating under the auspices of The Wesleyan Church, Indiana Wesleyan University is permitted and reserves the right to prefer employees on the basis of religion (42 U.S.C., Sections 2000e-1 and 2000e-2).
The above job description is meant to describe the general nature and level of work being performed; it is not intended to be construed as an exhaustive list of all responsibilities, duties and skills required for the position. Employees will be required to follow other job-related instructions and to perform other job-related duties requested by their supervisor in compliance with Federal and State Laws.
Advertised: 29 Jun 2026 US Eastern Daylight Time
Applications close: 30 Aug 2026 US Eastern Daylight Time
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