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Director Organizational Development Jobs in Virginia

Trinity Technology Solutions

Director of HR

Sterling, VA · On-site

$100K - $115K/yr

This position ensures the development, implementation, and management of HR strategies, policies, and practices that support the organization's mission, values, and goals. The Director of HR leads ...

County of Culpeper

DIRECTOR OF HUMAN RESOURCES

Culpeper, VA · On-site

$110K - $140K/yr

... organizational excellence through effective talent and workforce management, policy development ... Direct, mentor, and develop HR staff, creating a high-performance team environment that promotes ...

Fahrenheit Advisors

HR Director

Richmond, VA · On-site

Lead workforce planning, organizational development, succession planning, employee engagement, and ... Direct compensation strategies and administer benefits and leave programs. * Payroll Administration:

Fahrenheit Advisors

HR Director

Richmond, VA · On-site

Lead workforce planning, organizational development, succession planning, employee engagement, and ... Direct compensation strategies and administer benefits and leave programs. * Payroll Administration:

World Help

Director of Development

Forest, VA · On-site

$100 - $125/hr

Become fully apprised of World Help's organizational culture and donor development philosophy to ... Director * Full-Time * Exempt Structure * Direct Lead: Executive Director of Marketing ...

Arlington Chamber

Director of Development

Arlington, VA · On-site

$80 - $100/hr

The Director of Development develops and executes the Bridges Development initiatives. More ... Represent the organization at various community events and present on the mission/needs * Meet with ...

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Showing results 21-40

All JobsOrganizational Development JobsDirector Organizational Development JobsDirector Organizational Development Jobs in Virginia

Director Organizational Development information

See Virginia salary details

$73.9K

$111.1K

$161.6K

How much do director organizational development jobs pay per year?

As of Sep 7, 2026, the average yearly pay for director organizational development in Virginia is $111,089.00, according to ZipRecruiter salary data. Most workers in this role earn between $94,700.00 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 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 Virginia?

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

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

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

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

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

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

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

Director Organizational Development jobs near you
Infographic showing various Director Organizational Development job openings in Virginia as of August 2026, with employment types broken down into 100% Full Time. Highlights an 100% In-person job distribution, with an average salary of $111,089 per year, or $53.4 per hour.

Senior Director of HR

Thompson Hospitality Corporation

Reston, VA • On-site

Full-time

Medical, Dental, Vision, Retirement, PTO

Re-posted 5 days ago

Thompson Hospitality rating

5.4

Company rating: 5.4 out of 10

Based on 8 frontline employees who took The Breakroom Quiz

Job description

Overview
Position Summary
The Senior Director of People serves as a strategic leader responsible for advancing the organization's people strategy in partnership with the Senior Vice President of People. This role provides leadership across core People functions, including employee relations, talent acquisition, total rewards, HR operations, compliance, workforce planning, organizational development, and team member engagement. The Senior Director leads People team members and functional leaders to ensure consistent execution, practical business partnership, and a positive, compliant, high-performing workplace culture.
Responsibilities
Essential Responsibilities
Strategic Leadership
  • Partner with the Senior Vice President of People to develop and execute enterprise-wide people strategies aligned with business priorities.
  • Serve as a trusted advisor to senior leaders on workforce planning, organizational effectiveness, talent strategy, employee engagement, and change management.
  • Lead strategic People initiatives that improve operational efficiency, employee experience, compliance, and organizational performance.
  • Use data, trends, and business insight to identify risks, recommend solutions, and measure progress against People goals.

People Operations and Compliance
  • Provide oversight of People policies, procedures, systems, documentation, and process consistency across the organization.
  • Ensure compliance with federal, state, and local employment laws, regulations, and company policies.
  • Lead audits, reporting, documentation standards, and risk mitigation practices related to employment matters.
  • Identify opportunities to simplify processes, strengthen controls, and improve service delivery across the People function.

Employee Relations
  • Lead complex employee relations matters, workplace investigations, conflict resolution, and culture-related concerns.
  • Partner with Legal, Compliance, and business leaders on sensitive employment matters and risk mitigation strategies.
  • Promote fair, consistent, respectful, and well-documented application of employment policies and practices.
  • Coach leaders on performance management, corrective action, communication, and accountability.

Talent Acquisition and Workforce Planning
  • Provide strategic oversight of talent acquisition, recruitment processes, requisition management, and hiring effectiveness.
  • Support workforce planning, succession planning, leadership readiness, and talent movement strategies.
  • Monitor talent metrics, hiring trends, and staffing risks to support business decisions.
  • Partner with operational leaders to ensure hiring practices support both immediate staffing needs and long-term talent goals.

Team Member Engagement and Organizational Development
  • Lead initiatives that strengthen engagement, retention, recognition, communication, and workplace culture.
  • Design and support leadership development, career pathing, cross-training, and learning initiatives.
  • Use employee feedback, surveys, and listening strategies to identify opportunities and drive action planning.
  • Champion a culture of accountability, inclusion, continuous improvement, and positive employee experience.

Compensation, Benefits, and Total Rewards
  • Partner with total rewards leaders and vendors to support competitive, compliant, and well-communicated programs.
  • Provide guidance on compensation planning, market benchmarking, pay practices, benefits strategy, and reward programs.
  • Support executive-level recommendations related to compensation governance, benefit trends, and employee value proposition.

HR Technology, Analytics, and Reporting
  • Oversee People systems, reporting, dashboards, data integrity, and technology-enabled process improvements.
  • Use people analytics to evaluate trends, identify operational gaps, and support leadership decision-making.
  • Lead continuous improvement efforts across HR technology, workflows, reporting, and user support.

Leadership and Team Development
  • Lead, coach, and develop People managers and team members across multiple functional areas.
  • Establish goals, performance expectations, accountability routines, and development plans for direct and indirect team members.
  • Promote collaboration, responsiveness, professionalism, and practical business partnership within the People function.

Qualifications
Qualifications
Education
  • Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field required.
  • SHRM-SCP or SPHR strongly preferred.

Experience
  • 10+ years of progressive Human Resources or People leadership experience.
  • 5+ years of experience leading HR teams, managers, or multiple functional areas.
  • Demonstrated experience supporting senior executives and leading enterprise-wide initiatives.
  • Strong experience in employee relations, compliance, talent management, organizational development, HR operations, and people analytics.
  • Experience in a multi-location, operational, hospitality, food service, facilities, retail, or similarly distributed workforce environment preferred.

Competitive Benefits:
  • Health/Dental/Vision
  • Paid Time Off
  • 401(k), matched up to 4%
  • Short and Long Term Disability
  • Tuition Reimbursement
  • Employee Referral Program
  • Pet Insurance
  • Discounts: Hotels, Travel, Tickets, Restaurants
  • Employees and their relatives are eligible for a discounted meal plan at any of our HBCU client locations while they are attending school

Who We Are:
Thompson Hospitality is of the largest restaurants, food service, and facilities management companies in the country. We are highly built upon our values, do the right thing, do the best you can, and treat others how you want to be treated, which are shaped by more than 33 years of relationships with our clients, guests, and communities. We offer competitive benefits, see our website for more. https://www.thompsonhospitality.com/
We are an equal opportunity employer and value diversity. All employment decisions are made based on qualifications, merit, and business needs. We do not discriminate on the basis of race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, or any other protected status under applicable federal, state, or local laws.

What Thompson Hospitality employees say

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About Thompson Hospitality

Sourced by ZipRecruiter

Thompson Hospitality is the nation's largest minority-owned food and facilities management company. Our services include hospitality, full dining and quick service restaurants, campus dining, diversity consultation, facility operations and maintenance management. We are a family-run organization with more than twenty-five years providing services built on our core mission to provide a positive experience to every relationship we are involved in: one guest, one client, one team member at a time. As a fast growing company, we have a growth plan to more than double in size over the next three years. We are looking for team members who are interested in developing their careers to the next level while joining our team of over 4,000 employees, serving clients in over 40 states to include more than 1.9 million guests each year.

Industry

Hospitality services

Company size

1,001 - 5,000 Employees

Headquarters location

Reston, VA, US

Year founded

1992

Social media

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