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Director Of Organizational Development Jobs in Raleigh, NC

Selby Jennings

Director of Development

Raleigh, NC · On-site

The Director of Development will report directly to the Managing Partner and lead their build-to ... organization focused on servicing the financial industry. By breaking down financial markets into ...

EDPNC

Director of Business Development

Raleigh, NC · On-site +1

We are a collaborative, mission-driven organization that values professionalism, initiative ... Direct and coordinate lead-generation and business development strategies of EDPNC's overseas ...

M3USA

Director of Business Development

Raleigh, NC · Remote

... organizations (CROs). With close to 30 owned and managed research sites across the country, M3 Wake ... The Director of Business Development leads the growth and management of key strategic partner ...

M3USA

Director of Business Development

Raleigh, NC · On-site +1

... organizations (CROs). With close to 30 owned and managed research sites across the country, M3 Wake ... The Director of Business Development leads the growth and management of key strategic partner ...

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Director Of Organizational Development information

See Raleigh, NC salary details

$64K

$96.2K

$140K

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

As of Aug 26, 2026, the average yearly pay for director of organizational development in Raleigh, NC is $96,228.00, according to ZipRecruiter salary data. Most workers in this role earn between $82,000.00 and $106,500.00 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 Raleigh, NC?

The most popular types of Of Organizational Development jobs in Raleigh, NC are:

What are popular job titles related to Director Of Organizational Development jobs in Raleigh, NC?

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

What job categories do people searching Director Of Organizational Development jobs in Raleigh, NC look for?

The top searched job categories for Director Of Organizational Development jobs in Raleigh, NC are:

What cities near Raleigh, NC are hiring for Director Of Organizational Development jobs?

Cities near Raleigh, NC 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 Raleigh, NC as of August 2026, with employment types broken down into 72% Full Time, 14% Part Time, and 14% Contract. Highlights an 100% In-person job distribution, with an average salary of $96,228 per year, or $46.3 per hour.

Director of People & Organizational Development

Raleigh, NC • On-site

Door Store of America Inc
Construction • 51 - 200 employees
Learn more about Door Store of America Incexternal

Full-time

Re-posted 28 days ago

Job description

Description:Description

We’re searching for a Director of People & Organizational Development who believes great companies are built on strong leaders, clear expectations, and a culture of accountability.

Your role is to help building structure, strengthening leadership capability, and helping managers raise the bar across a growing manufacturing operation. You’ll shape how performance is defined, measured, and developed — while ensuring our people systems scale with our growth.

At DSA Doors, we’re a U.S.-based manufacturer backed by a well-established overseas parent company. As we continue expanding, we’re focused on building a performance-driven culture rooted in safety, teamwork, continuous improvement, and operational excellence. If you’re energized by developing leaders, aligning teams, and turning culture into a competitive advantage, we’d love to meet you.


Key Responsibilities:

Organizational Culture & Effectiveness

• Lead and strengthen organizational culture to ensure alignment with company values, operational standards, and employee engagement goals.

• Support structured change management initiatives—new systems, KPIs, and operational processes—to drive adoption and long-term sustainability.

• Partner with leadership to reinforce accountability, performance discipline, and a culture of continuous improvement.

Performance Management & KPI Systems

• Partner with leadership to design, implement, and refine company-wide KPI and performance management frameworks tied to business objectives.

• Lead structured performance review processes for managers and employees at all levels.

• Ensure evaluations reinforce measurable results, leadership expectations, and cultural standards.

Talent Development & Engagement

• Design and deploy leadership and supervisor capability programs with clear expectations and measurable competency standards.

• Build continuous learning and career development programs that give employees the tools and support to grow and perform at their best.

• Promote inclusive communication practices that strengthen engagement, trust, and alignment across a bilingual (English-Spanish) workforce.

Cross-Functional Partnership

• Serve as the primary liaison between U.S. operations and the overseas parent company on all people-related matters.

• Partner with Finance, Operations, Sales, and IT to ensure tight alignment between people strategy and business execution.

Requirements:

Qualifications:

• 7+ years of progressive HR leadership experience, ideally in manufacturing or industrial environments.

• Proven track record in culture development, performance management systems, and building leadership capability.

• Strong working knowledge of U.S. labor and employment laws.

• Experience implementing structured management systems or performance frameworks.

• Experience working with bilingual (English-Spanish) teams is a strong plus.

• Bachelor’s degree required; Master’s degree preferred in Human Resources, Business Administration, Psychology, or related field.

• A systems-oriented mindset with the leadership presence to drive real organizational change.