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Director Organizational Development Jobs in Minnesota

Mayo Clinic

Development Assistant Director

Rochester, MN · Hybrid

$92K - $129K/yr

The Development Assistant Director will qualify, cultivate, solicit and steward major gifts prospects to align benefactor interests with the strategic priorities of the institution. The Development ...

NEON

Director of Development

Minneapolis, MN · On-site

$85K - $90K/yr

In collaboration with the President, the Board of Directors, and teams across organizational departments, the Director of Development manages the organization's overall income budget and strategic ...

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All JobsOrganizational Development JobsDirector Organizational Development JobsDirector Organizational Development Jobs in Minnesota

Director Organizational Development information

See Minnesota salary details

$73K

$109.7K

$159.6K

How much do director organizational development jobs pay per year?

As of Aug 31, 2026, the average yearly pay for director organizational development in Minnesota is $109,743.00, according to ZipRecruiter salary data. Most workers in this role earn between $93,500.00 and $121,400.00 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 Minnesota?

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

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

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

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

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

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

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

Director Organizational Development jobs near you
Infographic showing various Director Organizational Development job openings in Minnesota as of August 2026, with employment types broken down into 1% As Needed, 81% Full Time, 14% Part Time, 3% Contract, and 1% Nights. Highlights an 89% Physical, 3% Hybrid, and 8% Remote job distribution, with an average salary of $109,743 per year, or $52.8 per hour.

Director, Organizational Effectiveness and Workforce Strategy

Thrivent Financial

Minneapolis, MN

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 11 days ago

Thrivent rating

8.8

Company rating: 8.8 out of 10

Based on 20 frontline employees who took The Breakroom Quiz

Job description

The Director, Organizational Effectiveness and Workforce Strategy is an enterprise leader responsible for advancing Thrivent's Organizational Effectiveness capability. This role helps leaders translate business strategy into the organizational structures, workforce capabilities, leadership practices, and execution plans required to achieve measurable business results.
Serve as a strategic advisor to senior business and HR leaders, the Director engages early in enterprise priorities to diagnose organizational needs, shape solutions, and guide execution. The role leads work across organization strategy and design, workforce strategy and planning, work design, enterprise change, leadership and team effectiveness, and organizational health.
By considering organizational, workforce, talent, and change implications early, this role enables stronger alignment, faster transformation, greater workforce readiness, and sustainable performance.
As a member of the Talent and Culture leadership community, the Director partners with senior Talent and Culture leadership to prioritize the enterprise Organizational Effectiveness agenda. The Director leads demand management, resource deployment, standards, and execution within the agreed priorities while working closely with HR Business Partners, Talent Partners, business leaders, and enterprise stakeholders.

DUTIES & RESPONSIBILITIES:

Organization Strategy and Design

  • Translate business strategy into organizational structures, operating models, governance, decision rights, and clear accountabilities.
  • Lead organization and work-design efforts that improve alignment, agility, coordination, and performance while addressing the implications of growth, restructuring, transformation, and technology.

Workforce Planning and Future Readiness

  • Translate business strategy into future workforce, skill, capacity, and capability needs.
  • Lead enterprise talent assessment, talent review, and succession planning practices to ensure robust talent pipelines for the future and drive measurable business results.
  • Use analytics and scenario planning to identify emerging risks and guide work redesign in response to changing business needs, artificial intelligence, automation, and other evolving technologies.

Change and Transformation

  • Develop change strategies that strengthen readiness, alignment, adoption, reinforcement, and business value realization.
  • Coordinate change across transformation initiatives by identifying dependencies, cumulative impacts, workforce implications, and capacity risks.

Leadership and Team Effectiveness

  • Strengthen leadership alignment, team performance, decision quality, accountability, and execution.
  • Support leaders and teams through transitions and change using targeted interventions that improve collaboration and performance.

Enterprise Consulting

  • Diagnose complex organizational challenges using business data, workforce analytics, organizational insights, and stakeholder perspectives.
  • Recommend practical solutions and influence senior leaders through strategic insight, constructive challenge, facilitation, and consulting expertise.

Governance and Operating Model Leadership

  • Partner with senior Talent and Culture leadership to prioritize Organizational Effectiveness demand based on business need, value, risk, dependencies, and capacity.
  • Lead portfolio sequencing and resource deployment within agreed priorities while establishing consistent methods, tools, and delivery standards.

Strategic HR Partnering

  • Partner with HR Business Partners, Talent Partners, Strategy, Finance, Technology, and transformation leaders to deliver integrated and executable organizational and workforce solutions.
  • Clarify roles and engagement expectations while ensuring Organizational Effectiveness is involved early in strategic priorities.

Measurement and Business Impact

  • Define measures of organizational health, workforce readiness, leadership alignment, adoption, and business performance.
  • Establish clear outcomes and use evidence and feedback to evaluate impact and improve solutions.

Team Leadership and Capability Building

  • Lead and develop Organizational Effectiveness professionals to operate as enterprise consultants and strategic advisors.
  • Build scalable methods, tools, and capabilities that strengthen Organizational Effectiveness across HR and business leaders.

QUALIFICATIONS & SKILLS:

Required:

  • Bachelor's degree in organizational development, human resources, business administration, industrial-organizational psychology, behavioral science, or a related field, or an equivalent combination of education and relevant experience. Master's degree in a relevant field preferred.
  • 10+ years of progressive experience in organizational effectiveness, organization design, transformation, workforce strategy and planning, consulting (internal or external), change leadership, and HR strategy
  • 5+ years of leadership experience, including at least two years of direct people-management experience.
  • Experience applying change management methodologies, such as Prosci ADKAR or Kotter's 8-Step Process; relevant certification preferred.
  • Experience applying organization design methodologies, such as Galbraith's Star Model or the McKinsey 7S Framework;
  • Deep expertise in organizational effectiveness, organization design, workforce strategy and planning, work design, and change leadership.
  • Demonstrated experience leading complex, enterprise-wide organizational and transformation initiatives.
  • Strong consulting, facilitation, and executive-influence skills, including the ability to drive alignment without direct authority.
  • Ability to translate business strategy into practical organizational and workforce solutions.
  • Strong business and financial acumen and an understanding of how organizational and workforce decisions affect enterprise performance.
  • Demonstrated ability to assess the organizational, workforce, leadership, and change implications of artificial intelligence, automation, and emerging technologies.
  • Strong analytical capability using workforce data, organizational insights, scenarios, and business metrics to guide decisions.
  • Experience establishing governance, methodologies, tools, operating frameworks, and enterprise standards.
  • Experience managing demand, deploying resources, sequencing a portfolio, and navigating competing priorities.
  • Sound enterprise judgment and the ability to balance strategic thinking with pragmatic execution.
  • Track-record of building high-performing teams and developing Organizational Effectiveness capability at scale.
  • Experience advising senior leaders and influencing enterprise decisions without direct authority

Preferred:

  • Relevant Org Design methodologies certification preferred.
Pay Transparency


Thrivent's long-term growth depends on attracting, rewarding, and retaining people who are committed to helping others thrive with purpose. We accomplish this by offering a wide variety of market competitive compensation programs to attract, reward, and retain top talent. The applicable salary or hourly wage range for this full-time role is $161,436.00 - $218,415.00 per year, which factors in various geographic regions. The base pay actually offered will be determined by a variety of factors including, but not limited to, location, relevant experience, skills, and knowledge, business needs, market demand, and other factors Thrivent deems important.


Thrivent is unique in our commitment to helping people to be wise with money and live balanced and generous lives. That extends to our benefits.


The following benefits may be offered: various bonuses (including, for example, annual or long-term incentives); medical, dental, and vision insurance; health savings account; flexible spending account; 401k; pension; life and accidental death and dismemberment insurance; disability insurance; supplemental protection insurance; 20 days of Paid Time Off each year; Sick and Safe Time; 10 paid company holidays; Volunteer Time Off; paid parental leave; EAP; well-being benefits, and other employee benefits. Eligibility for receipt of these benefits is subject to the applicable plan/policy documents. Thrivent's plans/policies are subject to change at any time at Thrivent's discretion.


Thrivent provides Equal Employment Opportunity (EEO) without regard to race, religion, color, sex, gender identity, sexual orientation, pregnancy, national origin, age, disability, marital status, citizenship status, military or veteran status, genetic information, or any other status protected by applicable local, state, or federal law. This policy applies to all employees and job applicants.

Thrivent is committed to providing reasonable accommodation to individuals with disabilities. If you need a reasonable accommodation, please let us know by sending an email tohuman.resources@thrivent.comor call800-847-4836and request Human Resources.

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