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Director Of Organizational Development Jobs in Springfield, IL

Career Strategies

Director of Nursing

Mount Pulaski, IL · On-site

$90 - $120/hr

Foster a positive and collaborative work environment, promoting professional growth and development ... Director of Nursing in our nursing home facility. Equal Opportunity Employer #J-18808-Ljbffr

TriSearch

Director Of Operations

Springfield, IL · On-site

$120K - $150K/yr

Exercises authority in hiring, training, career development, performance appraisal, salary ... Possesses financial acumen, strong organizational, analytical, strategic planning, and decision ...

Ivy Hospitality

Director of Sales

Springfield, IL · On-site

$90 - $130/hr

Position Summary The Director of Sales will lead the total sales efforts for the hotel, focusing on ... Strong organizational, time management, and analytical skills * Marketing experience is desired to ...

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All JobsOf Organizational Development JobsDirector Of Organizational Development JobsDirector Of Organizational Development Jobs in Springfield, IL

Director Of Organizational Development information

See Springfield, IL salary details

$73.8K

$111.1K

$161.6K

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

As of Aug 24, 2026, the average yearly pay for director of organizational development in Springfield, IL is $111,054.00, according to ZipRecruiter salary data. Most workers in this role earn between $94,600.00 and $122,900.00 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 popular job titles related to Director Of Organizational Development jobs in Springfield, IL?

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

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

The top searched job categories for Director Of Organizational Development jobs in Springfield, IL are:

What cities near Springfield, IL are hiring for Director Of Organizational Development jobs?

Cities near Springfield, IL 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 Springfield, IL as of August 2026, with employment types broken down into 1% As Needed, 81% Full Time, 15% Part Time, and 3% Contract. Highlights an 91% Physical, 3% Hybrid, and 6% Remote job distribution, with an average salary of $111,054 per year, or $53.4 per hour.

Director, Physician Leadership, Mentorship & Wellness

Memorial Health

Springfield, IL • On-site

$56.54 - $90.46/hr

Full-time

Posted 14 days ago

Memorial Health rating

7.0

Company rating: 7.0 out of 10

Based on 176 frontline employees who took The Breakroom Quiz

415th of 893 rated healthcare providers

Job description

Min
USD $56.54/Hr.
Max
USD $90.46/Hr.
Overview
The Director of Physician Leadership, Mentorship & Wellness provides strategic and operational leadership for the design, implementation, and continuous improvement of enterprise-wide physician and advanced practice provider (APP) leadership development, mentorship, engagement, and well-being programs. This position serves as the organizational leader responsible for cultivating a sustainable physician leadership pipeline, supporting clinician professional development, strengthening mentoring relationships, and advancing physician wellness initiatives across the Physician Enterprise.
Working collaboratively with a physician dyad, physician executives, medical directors, department chairs, Human Resources, Organizational Development, and Medical Staff leadership, the Director develops programs that enhance physician engagement, leadership effectiveness, retention, succession planning, and professional fulfillment. The role supports Memorial Health's vision of creating a unified physician enterprise while fostering a culture of excellence, well-being, inclusion, accountability, and professional growth. The Physician Enterprise workstream specifically identifies leadership development and wellness as key enterprise functions supporting physicians and APPs.
Qualifications
Education:
  • Master's degree in Healthcare Administration, Business Administration, Organizational Leadership, Human Resources, Public Health, Psychology, or related field required.

Experience:
  • 7-10 years of progressive leadership experience in healthcare administration, physician relations, organizational development, medical staff services, physician engagement, or leadership development.
  • Experience designing and leading large-scale leadership development or professional growth programs.
  • Experience partnering with physician leaders, executives, and multidisciplinary stakeholders.
  • Experience with physician well-being, provider engagement, mentorship, succession planning, or workforce development initiatives preferred.

Other Knowledge/Skills/Abilities:
  • Physician leadership development methodologies.
  • Executive coaching and mentoring principles.
  • Physician engagement and retention strategies.
  • Burnout prevention and clinician well-being frameworks.
  • Change management and organizational development expertise.
  • Strong facilitation, communication, and presentation skills.
  • Strategic planning and performance measurement.
  • Data analysis and dashboard development.
  • Ability to build trusted relationships with physicians, APPs, executives, and administrative leaders.

Responsibilities
  • Physician Leadership Program Development and Implementation
  • Develop and implement a comprehensive physician leadership development strategy aligned with Physician Enterprise goals.
  • Establish competency models for physician leaders, medical directors, section chiefs, and emerging leaders.
  • Design leadership curricula, workshops, academies, and executive development programs.
  • Partner with executive leadership to identifyand prepare future physician leaders.
  • Establish leadership succession planning processes across the enterprise.
  • Coordinate physician leadership onboarding and transition support.
  • Coordinates initial onboarding and career success activities across the physician enterprise.

  • Mentorship Program Development & Oversight
  • Create and oversee enterprise physician mentorship programs for physicians and APPs throughout their careers.
  • Develop structured mentoring pathways for:
  • Newly recruited physicians and APPs
  • Early-career providers
  • New physician leaders
  • High-potential future leaders
  • Underrepresented clinician populations
  • Design mentor recruitment, training, matching, and evaluation processes.
  • Monitor mentorship outcomes and participant satisfaction.
  • Promote knowledge sharing and peer support throughout the enterprise.

  • Physician Wellness & Professional Fulfillment
  • With physician dyad, lead the enterprise physician wellness strategy.
  • Develop programs that promote resilience, professional fulfillment, and work-life integration.
  • Partner with Human Resources, Employee Assistance Programs, and clinical leaders to support clinician well-being.
  • Identifydrivers of physician burnout and coordinate mitigation strategies.
  • Establish wellnessresources, educational offerings, and peer support programs.
  • With physician dyad, lead enterprise wellness assessments and recommend improvement initiatives.

  • Physician Engagement, Culture& Communication
  • Develop physician engagement strategies that support organizational mission, vision, and values.
  • Partner with physician dyad and physician leaders to identify opportunities for enhancing physician experience.
  • Support communication and engagement activities for physicians and APPs.
  • Lead initiatives related to the physician engagement survey participation, engagementand action plans.
  • Assistwith initiatives that strengthen physician alignment and participation in enterprise governance.
  • Foster a culture of collaboration, professionalism, accountability, and continuous learning.
  • Serves as a key communication liaison for the physician enterprise.

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