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How much do director organizational development jobs pay per year?

As of Aug 31, 2026, the average yearly pay for director organizational development in the United States is $112,050.00, according to ZipRecruiter salary data. Most workers in this role earn between $95,500.00 and $124,000.00 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 efficiency, culture, and overall performance. They focus on areas such as change management, leadership development, employee engagement, and talent management. This role often involves collaborating with senior leadership to align organizational goals with employee development initiatives and ensure the company adapts effectively to growth or change. Their work helps foster a positive work environment and drive business success.

How does a director of organizational development typically collaborate with senior leadership to drive change initiatives?

A Director of Organizational Development works closely with senior leaders to assess organizational needs and design strategies for effective change management. This often involves facilitating workshops, leading cross-functional project teams, and providing data-driven recommendations to align talent development with business objectives. Regular collaboration includes presenting progress updates, gathering feedback, and ensuring executive buy-in throughout the implementation process. By maintaining open communication, the Director helps foster a culture of continuous improvement and adaptability across the organization.

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

To thrive as a Director of Organizational Development, you need expertise in change management, talent development, and organizational strategy, usually supported by a bachelor’s or master’s degree in HR, psychology, or business. Familiarity with HRIS platforms, learning management systems (LMS), and certifications such as SHRM-SCP or ODCP are often required. Exceptional leadership, strategic thinking, and interpersonal communication skills set top performers apart in this role. These capabilities are crucial for effectively driving transformation initiatives and fostering a culture of continuous improvement across the organization.

What is the difference between Director Organizational Development vs Learning and Development Manager?

AspectDirector Organizational DevelopmentLearning and Development Manager
Primary FocusOrganizational change, culture, leadership developmentEmployee training, skill development, instructional design
Required CredentialsBachelor’s or Master’s in HR, Organizational Psychology, or related; certifications like CPLP or SHRM-SCPBachelor’s in HR, Education, or related; certifications like CPLP or ATD certifications
Work EnvironmentStrategic, executive-level, cross-departmentalOperational, training-focused, team-based
Industry UsageCommon in corporate, healthcare, and non-profit sectorsPrevalent in corporate and educational sectors

The main difference is that the Director of Organizational Development focuses on strategic initiatives to improve overall organizational effectiveness, while the Learning and Development Manager concentrates on designing and implementing employee training programs. Both roles require similar credentials but differ in scope and strategic level.

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Director Organizational Development jobs near you
Infographic showing various Director Organizational Development job openings in the United States as of August 2026, with employment types broken down into 1% As Needed, 83% Full Time, 14% Part Time, and 2% Contract. Highlights an 90% Physical, 3% Hybrid, and 7% Remote job distribution, with an average salary of $112,050 per year, or $53.9 per hour.

Director Organizational Development

Stoughton, WI

Stoughton Trailers
Trucking • 1 - 5K employees

5.3

Company rating: 5.3 out of 10

Based on 14 frontline employees who took The Breakroom Quiz

478th of 495 rated machine equipment manufacturers

Uninterrupted breaks

Learn more about Stoughton Trailersexternal

Full-time

Re-posted 11 hours ago

Job description

The Director of Organizational Development is responsible for leading the enterprise talent and development strategy to strengthen organizational capability, leadership effectiveness, and employee performance. This role designs and executes scalable organizational development, leadership, and training initiatives that align with business strategy and drive measurable outcomes in engagement, retention, and productivity.

As a strategic partner to senior leadership, this role provides expertise in talent planning, leadership development, organizational effectiveness, and change management. The Director integrates development programs, communication strategies, and HR technology to build a high-performing, growth-oriented organization.

Key Responsibilities

Talent Strategy & Organizational Development

  • Own and lead the enterprise talent and organizational development strategy, including philosophy, multi-year roadmap, and supporting initiatives aligned to business goals
  • Partner with senior leaders to identify organizational capability gaps and design targeted solutions to enhance leadership effectiveness and workforce performance
  • Lead succession planning and talent review processes; build leadership pipelines and accelerate development of high-potential talent
  • Design and implement leadership development programs, including coaching, assessments, and structured learning experiences
  • Integrate behavioral competencies across the employee lifecycle, including hiring, onboarding, performance management, development, and retention
  • Develop and manage career development frameworks that support internal mobility and long-term talent growth

Training & Leadership Development

  • Lead the training and organizational development function; establish strategy and deliver programs that enable employees to perform at a high level
  • Conduct enterprise training and development needs assessments; design solutions that enhance employee performance and organizational effectiveness
  • Design, implement, and evaluate training programs across all levels of the organization, including leadership, frontline, and technical capabilities
  • Administer leadership assessments and design programs that reinforce continuous learning and development
  • Facilitate tailored development programs to address specific team, leadership, or organizational needs
  • Drive ongoing improvement of training methods, leveraging multimedia platforms and innovative learning approaches

Organizational Effectiveness & Change Management

  • Serve as a strategic advisor to leadership on organizational design, workforce planning, and change management initiatives
  • Lead and support enterprise change initiatives, including communication strategies, coaching, and adoption plans
  • Apply organizational assessment methodologies to diagnose issues and design targeted interventions to improve performance
  • Identify organizational risks (e.g., culture, morale, retention, productivity) and develop mitigation strategies
  • Lead or support cross-functional initiatives aimed at improving workforce performance and customer outcomes

Employee Experience & Communications

  • Develop and execute communication strategies that support talent initiatives and reinforce culture and engagement
  • Ensure consistent, high-impact messaging across the employee lifecycle using a broad mix of channels (digital, in-person, video, etc.)
  • Partner across HR and the business to drive awareness, understanding, and adoption of talent programs and expectations
  • Support onboarding and preboarding strategies to create consistent and engaging employee experience

Leadership Partnership & Advisory

  • Serve as a trusted advisor to senior leadership on performance, organizational, and leadership matters
  • Provide coaching and guidance on leading change, building high-performing teams, and improving organizational outcomes
  • Facilitate talent discussions, leadership alignment sessions, and cross-functional collaboration

Experience & Qualifications

  • Bachelor’s degree required; advanced degree preferred (Organizational Development, Human Resources, Business, Psychology, or related field)
  • 10+ years of progressive experience in organizational development, talent management, training, leadership development, and/or HR strategy
  • Demonstrated success designing and executing enterprise-wide development strategies and programs
  • Strong expertise in leadership development, change management, organizational design, and performance improvement
  • Proven ability to influence and partner with senior leaders on strategic initiatives
  • Experience conducting organizational assessments and translating insights into actionable solutions
  • Exceptional communication and presentation skills with the ability to engage diverse audiences
  • Strong project management capabilities with ability to lead complex, cross-functional initiatives
  • Experience with learning platforms, HR systems, and multimedia training tools

Core Competencies

  • Strategic thinking and business acumen
  • Change management and organizational effectiveness
  • Leadership development and coaching
  • Data-driven decision making
  • Collaboration and influence
  • Continuous improvement mindset

Success Profile

  • Builds scalable leadership and development programs that strengthen organizational capability
  • Improves leadership effectiveness, employee performance, and succession readiness
  • Drives adoption of change initiatives with measurable business impact
  • Enhances employee experience through intentional development and communication strategies
  • Aligns talent development strategy directly to business growth and operational priorities

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