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Director Organizational Development Jobs in California

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Director Organizational Development information

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$73.5K

$110.6K

$160.9K

How much do director organizational development jobs pay per year?

As of Sep 2, 2026, the average yearly pay for director organizational development in California is $110,583.00, according to ZipRecruiter salary data. Most workers in this role earn between $94,200.00 and $122,400.00 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.

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

The most popular types of Organizational Development jobs in California are:

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

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

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

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

What cities in California are hiring for Director Organizational Development jobs?

Cities in California with the most Director Organizational Development job openings:

Director Organizational Development jobs near you
Infographic showing various Director Organizational Development job openings in California as of August 2026, with employment types broken down into 1% As Needed, 86% Full Time, 11% Part Time, and 2% Contract. Highlights an 89% Physical, 3% Hybrid, and 8% Remote job distribution, with an average salary of $110,583 per year, or $53.2 per hour.

Director, Organizational Development and Learning Technology

Easter Seals Southern California, Inc.

Irvine, CA • On-site

$130 - $155/hr

Other

Posted 26 days ago

Job description

Easterseals Southern California transforms lives every day. For over a century, Easterseals has championed inclusion and independence—delivering essential services like early childhood programs, autism services, employment and independent living support to more than 29,000 people each year. Through advocacy and education, we break barriers and create opportunities for the one-in-four Americans with disabilities. Easterseals California is seeking a Director, Organizational Development & Learning Technology to help shape how our organization grows, develops, and empowers its people. In this high-impact role, you will lead enterprise-wide initiatives that strengthen organizational effectiveness, workforce capability, and learning technology strategy—partnering with senior leaders to drive meaningful change and enhance the associate experience. You will collaborate across People Services, Information Technology, and operational leadership to design data-informed programs, optimize learning platforms, strengthen workforce readiness, and equip managers and associates for success. This is an exciting opportunity for a strategic, people-centered OD and learning technology leader who is passionate about building scalable solutions that advance Easterseals California’s mission and impact.

Hiring Range: $130k - 155k

OVERVIEW OF POSITION

The Director, Organizational Development & Learning Technology is responsible for leading enterprise organizational effectiveness, workforce capability initiatives, and learning technology strategy. This role partners with senior leaders to identify organizational needs, improve team and leadership effectiveness, support organizational change and transformation efforts, and optimize talent-related systems and processes that enable business performance. The Director oversees learning technology platforms, organizational development programs, workforce analytics, and change adoption strategies to improve organizational capability, scalability, and associate experience. Working collaboratively across People Services, Information Technology, and operational leadership, this position develops data-informed solutions that strengthen organizational effectiveness, increase workforce readiness, support manager and associate success, and advance enterprise priorities. In all responsibilities, the position demonstrates a strong commitment to ESSC's mission and values by supporting a high-quality, person-centered service environment.

ESSENTIAL FUNCTIONS
  • Develops and executes a comprehensive digital enablement strategy aligned with business goals, including learning technology, digital tools, and user experience enhancements.
  • In partnership with senior leaders, provides strategic leadership for organizational development, organizational effectiveness, performance enablement, and learning technology initiatives by identifying workforce capability needs, advising leaders on organizational effectiveness opportunities, and implementing scalable solutions that support organizational performance and growth.
  • Leads the learning technology ecosystem, including LMS, LXP, Workday Learning, and AI-driven solutions, and ensure integration with enterprise platforms.
  • Provides strategic oversight of learning technology platforms, including LMS, LXP, Workday Learning, and emerging digital learning solutions, to improve adoption, scalability, reporting, and user experience.
  • Partners with enterprise change management, MarCom, IT, People Services, and other stakeholders to conduct change impact analyses, stakeholder assessments, readiness assessments, communication, training, and reinforcement plans to sustain adoption.
  • Uses workforce, learning, and organizational effectiveness data to identify trends, evaluate the impact of programs and technology adoption, and provide insights that guide organizational development decisions.
  • Serves as a strategic advisor to leaders on organizational effectiveness, change management, workforce capability, and team effectiveness initiatives.
  • Leads, coaches, and develops a high-performing team while fostering a culture of accountability, continuous improvement, collaboration, and professional growth.
  • Collaborates with HR Directors, HR Business Partners, and senior service line leaders to assess current-state structures and recommend optimal future-state structures, including spans and layers, team configurations, role clarity, and restructuring opportunities.
  • Facilitates strategic planning, scenario planning, future-state modeling, and design workshops with leaders and cross-functional stakeholders.
  • Develops and implements strategies for organizational effectiveness, workforce planning, and headcount planning, leveraging associate feedback data to inform strategy, interventions, dashboards, leadership insights, and continuous program improvement.
  • Partners with executive and operational leaders to align organizational development, workforce effectiveness, and talent initiatives with enterprise priorities and business objectives.
  • Fosters enterprise-wide alignment and collaboration to support organizational growth, workforce readiness, and sustainable business performance.
  • Establishes governance, standards, and best practices for organizational development and learning technology initiatives across the enterprise.
  • Oversees assigned budgets, vendor resources, and program-related expenses to support effective delivery of organizational development, and Learning technology initiatives.
  • Performs other duties as assigned.
EDUCATION
  • Bachelor's degree required in Organizational Development, HR, Psychology, Education, Business, or related field.
  • Master’s degree preferred.
  • Change Management certification, SHRM, HRCI, OD, Learning Technology, or related certifications preferred.
EXPERIENCE
  • 10+ years of progressive experience in organizational development, performance management, learning technology, change management, talent development, related areas, or related disciplines are required.
  • 5+ years leading teams, programs, or enterprise initiatives required.
  • Workday LMS and Talent required.

Number of Direct and Indirect Reports: Direct: 3 Indirect: 1-3

KNOWLEDGE, SKILLS, ABILITIES
  • Expert knowledge of organizational development, organizational effectiveness, workforce capability, and change management principles and practices.
  • Strong knowledge of learning technology strategy, governance, digital learning ecosystems, LMS/LXP platforms, emerging technologies, and technology-enabled workforce development solutions.
  • Experience designing, implementing, and continuously improving enterprise performance management frameworks, processes, metrics, and enablement strategies.
  • Experience leading enterprise utilization, optimization, governance, reporting, and continuous improvement of Workday Learning, Workday Performance, and other learning, talent, and performance management platforms.
  • Ability to analyze workforce, organizational, learning, and performance data to identify trends, evaluate organizational effectiveness, and inform strategic decision-making.
  • Ability to lead multiple enterprise organizational development, change management, and learning technology initiatives in a complex environment.
  • Ability to evaluate organizational effectiveness, identify opportunities for improvement, and implement scalable solutions that support business objectives and workforce capability.
  • Ability to influence and build effective partnerships with executive leadership, HR, IT, operational leaders, and cross-functional stakeholders.
  • Experience leading enterprise change management strategies, organizational readiness efforts, stakeholder engagement, and adoption planning.
  • Strong strategic thinking, consulting, facilitation, and stakeholder management skills.
  • Knowledge of organizational design, change leadership, workforce planning concepts, and continuous improvement methodologies.
  • Ability to obtain fingerprint clearance per ESSC and/or program requirements.
  • Ability to travel locally; reliable transportation, valid California driver’s license, clean driving record, proper auto insurance, and vehicle registration.
  • Appropriate vehicle for transportation of program participants if program requires.
  • Must pass all drug testing required by ESSC.
PHYSICAL REQUIREMENTS IN ACCORDANCE WITH ADA
  • Carrying/Lifting: Occasional/ Up to 30 lbs.
  • Standing: Occasional / Up to 3 hours per day.
  • Sitting: Frequent / Up to 8 hours per day.
  • Walking: Occasional / Up to 3 hours per day.
  • Travel: Occasional travel to offsite meetings & conferences.
  • Repetitive Motion/Activity: Frequent keyboarding and writing.
  • Visual Acuity: Ability to view a computer monitor and read newsprint.
  • Environmental Exposure: Work is performed in a standard office environment.
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