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Director Organizational Development Jobs in Oregon

Autodesk

Director, Talent Development

Portland, OR · On-site

... Development function, ensuring effective program management, cross-functional coordination ... organization grounded in our OneORBIT culture. Reporting to the Senior Director of Talent ...

Oregon Metro

Deputy Director

Portland, OR · On-site +1

$180K - $230K/yr

Lead the overall operations and organizational development of a complex department, ensuring ... Direct organizational planning, advancing equity in internal operations, workforce planning ...

The Forum Group PNW

Development Director

Eugene, OR · Hybrid

Jennie Joiner with The Forum Group PNW is partnering with a well-established nonprofit organization in Eugene that is seeking an experienced Development Director to lead fundraising efforts and help ...

Oregonstate

Employee Lifecycle Director

Corvallis, OR · On-site

The Employee Life Cycle Director is responsible for leading and enhancing the employee journey ... Bachelor's degree in human resources, organizational development, business administration, or a ...

Peregrine Team

Director of Development

Portland, OR · On-site

A growing nonprofit organization is seeking a Director of Development to lead its fundraising function and deepen its roots in the community. This individual will build and manage a robust donor ...

REAP, Inc.

Director of Development

Portland, OR · On-site

$85 - $125/hr

Overview The Director of Development leads REAP's comprehensive fundraising and external ... The Director also leads external organizational communications--developing and executing strategies ...

REAP INC

Director of Development

Eagle Creek, OR

The Director of Development is responsible for leading and managing REAP's comprehensive ... In addition to fundraising responsibilities, the Director leads external organizational ...

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Director Organizational Development information

See Oregon salary details

$78.8K

$118.5K

$172.3K

How much do director organizational development jobs pay per year?

As of Aug 23, 2026, the average yearly pay for director organizational development in Oregon is $118,469.00, according to ZipRecruiter salary data. Most workers in this role earn between $101,000.00 and $131,100.00 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 Oregon?

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

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

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

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

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

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

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

Director Organizational Development jobs near you
Infographic showing various Director Organizational Development job openings in Oregon as of August 2026, with employment types broken down into 1% As Needed, 80% Full Time, 17% Part Time, and 2% Contract. Highlights an 89% Physical, 3% Hybrid, and 8% Remote job distribution, with an average salary of $118,469 per year, or $57 per hour.

Senior Director, Global Talent & Organizational Development Practices

SupportFinity™

Beaverton, OR • On-site

$120 - $160/hr

Other

Posted 18 days ago

Job description

Senior Director, Global Talent & Organizational Development Practices Who You Will Work With

You’ll report to the Chief Talent Officer and work closely with Business Leaders and teammates across the Talent & OD function, HR Leadership Team, People Solutions and Employee Communications as well as external partners.

Who We Are Looking For

The Talent & Organizational Development (OD) team ensures we have the organization and capable diverse talent required to create and deliver the future of Nike. We work at all altitudes, engaging in strategy, practice design and activation and operations, with a focus on increasing consistency in how we work with business leaders across the enterprise. Our Talent & OD practices team are evolving as we are facing a dynamic marketplace which Nike’s leaders must navigate to drive business growth.

  • Bachelor's Degree in Industrial/Organizational Psychology, Talent Management, Leadership/Organizational Development or related field. Will accept any suitable combination of education, experience and training.
  • Master's or Doctorate Degree is preferred.
  • Minimum 10 years of demonstrable experience in in-house leadership in talent management for large and sophisticated multinational organizations.
  • Minimum 5 years’ experience working at senior levels as an HR COE Leader or HR Business Partner.
  • Demonstrated aptitude in talent assessment, leadership development, selection and talent management.
  • Experienced leader of teams.
  • Advanced influencing skills; strong ability to develop high-profile and collaborative relationships across teams up and down the organization.
  • Ability to think strategically and to creatively solve problems, while also willing to drive work across the finish line.
  • Ability to establish an independent view, make decisions, and motivate others, especially during difficult situations or on tough organizational issues.
What You Will Work On
  • Along with your team, you will create practices integrated across the Talent & OD org (OD, Strategic Workforce Planning, TM, TA, L&D), including the tools, frameworks, methodologies, principles and recommendations on how we select, identify, attract, assess and develop talent at Nike.
  • Enable all employees to have a meaningful career and drive critical business outcomes (including Leadership Assessments, Performance Management, Careers & Mobility, Talent & Succession Planning). You will incorporate insights from industry best practices, COE partners, and Business HR on Nike business needs to the design and creation of practices across Talent & OD.
  • Shape Nike’s point of view on workplace innovation and the future of work by anticipating emerging trends in how work is done and translating them into scalable, enterprise-ready Talent & OD practices. This includes defining the skills and capabilities required for Nike’s future business models, evolving career architectures and talent marketplaces, and enabling new ways of working through experimentation, pilots, and data-informed insights.
  • Partner closely with Business, HR, and external thought leaders to ensure Nike remains agile, skills-forward, and positioned to attract, develop, and deploy talent in a rapidly changing work environment.
  • Ensure alignment of Talent & OD Practices initiatives with other HR and Talent & OD initiatives (e.g. OD, SWP, TA, L&D, TM, Executive Development). You will recommend practices that ensure integrity so that employees experience a fair and objective process with appropriate sensitivity to confidentiality, diversity and consistency. You will monitor effectiveness of practices using scorecards and metrics and adjust strategies accordingly.
  • Define the Talent & OD Practices organization and align the resources to build a high performing and diverse team in addition to partnering with key stakeholders across HR, business teams, and with external consultants as needed.
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