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Director Organizational Development Jobs in Washington

Socket.dev

Director of Learning & Development

Ashburn, VA · On-site

$120 - $180/hr

Director of Learning & Development About Company: Precision Tune Auto Care began as a small tune up ... or organizational development * Strong experience in field‑based training environments ...

Freedom House

Director, Development

Washington, DC · On-site

With new leadership and the organization's 85th Anniversary on the horizon, Freedom House is poised ... By bringing structure, discipline, and execution to the Development function, the Director will ...

Freedom House

Director, Development

Washington, DC · On-site

With new leadership and the organization's 85th Anniversary on the horizon, Freedom House is poised ... By bringing structure, discipline, and execution to the Development function, the Director will ...

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Director Organizational Development information

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$84.4K

$126.9K

$184.6K

How much do director organizational development jobs pay per year?

As of Aug 24, 2026, the average yearly pay for director organizational development in Washington is $126,908.00, according to ZipRecruiter salary data. Most workers in this role earn between $108,200.00 and $140,400.00 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 Washington?

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

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

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

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

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

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

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

Director Organizational Development jobs near you
Infographic showing various Director Organizational Development job openings in Washington as of August 2026, with employment types broken down into 1% As Needed, 80% Full Time, 11% Part Time, 2% Temporary, and 6% Contract. Highlights an 86% Physical, 2% Hybrid, and 12% Remote job distribution, with an average salary of $126,908 per year, or $61 per hour.

Senior Director, Professional and Organizational Development

Prince George's Community College

Largo, MD • On-site

$91K - $131K/yr

Full-time

Medical, Retirement, PTO

Re-posted 15 days ago

Job description

Position Information
Position Title Senior Director, Professional and Organizational Development Position Type Administrative Department Equity, Culture, and Talent FLSA Exempt Union/Non Union Non Union Full Time or Part Time Full Time Grade 18 Salary Range Hiring Salary Range $91,845 - $131,313 Fixed Term/Tenure Track (Faculty Only) Regular or Temporary Regular Job Description Summary
The Senior Director of Professional and Organizational Development creates and implements training and development programs for all employees of the College, with a focus on performance management skills for all college leaders, faculty and staff. Leads the design and implementation of organizational development interventions as appropriate. Serves as a critical Senior HR consultant to the area Vice Presidents and their leadership team as needed by providing both HR strategic and operational guidance and direction. Responsible for championing employee relations, overall area effectiveness, coaching and change management, HR administrative liaison, and strategic workforce partnership.
Minimum Qualifications
EDUCATION AND EXPERIENCE
  • Bachelor's degree (or higher) in human resources, business administration, organizational leadership, industrial/organizational psychology, or a related field.
For applicants with a bachelor's degree:
  • Minimum of eight (8) years of progressively responsible experience in professional development, organizational development, talent management, or a related field
  • Minimum of four (4) years of supervisory experience.
For applicants with a master's degree (or higher):
  • Minimum of six (6) years of progressively responsible experience in professional development, organizational development, talent management, or a related field
  • Minimum of four (4) years of supervisory experience.
Criteria
CRITERIA: The following criteria, which are not the sole criteria used in the final hiring decision, will be used to review the applications of those persons who meet the stated minimum qualifications and to select those qualified applicants who will be interviewed. Other information and observations made during the interview process may be considered in the selection process. A Resume/CV and cover letter are required with the application. Please ensure that your documents address the criteria listed below for this position.
ESSENTIAL DUTIES
Strategic Leadership & Talent Development
  • Identifies, recommends, develops, and implements talent and leadership programs and processes to address business needs and advance the talent agenda.
  • Develops and maintains a strategic Professional Development Plan, updating it annually with collaborative input from key stakeholders.
  • Acts as leadership and talent expert across the organization. Stays up to date on trends within Leadership Development, Talent Management, and Employee Engagement, and contributes best practices and key learnings to the team. May consult or manage the most complex or high-visibility leadership and talent issues.
  • Makes presentations to college leaders regarding leadership and talent initiatives and leads large/complex leadership development programs.
  • Recommends and participates in the development of policies and procedures related to professional development.
  • Develops and maintains the professional development master strategic plan.
Support Talent and Succession Planning
  • Works closely with Vice President for Equity, Culture and Talent (ECT) and other ECT leaders to create greater coherence and connection between talent acquisition and talent development and to develop long-range leadership development and succession plans.
  • Collaborates with ECT and executive leadership to identify talent gaps, develop succession plans, and implement strategies to build internal pipelines for critical roles
Program Implementation & Operations
  • Performs college training and development operational processes that include logistical support, course development, delivery, evaluation, process measurements and cost management.
  • Plans the implementation and facilitation of activities, budget spending, material production and distribution, and other resources to ensure that operations are managed within budget scope.
  • Creates and submits an annual training plan to the Vice President of ECT at the beginning of each fiscal year.
  • Plans and prepares budget requests for the office of professional development.
  • Assumes responsibility for coordinating and monitoring projects and initiatives, including analysis and reporting, to ensure the effective and efficient operation of the college.
Collaboration, Culture & Stakeholder Engagement
  • Advocates for PGCC culture. Assists the Vice President for ECT in ensuring culture is the central tenet in the choices we make and provides advice to help maintain a culture of accountability around our core commitments.
  • Promotes and develops working relationships with faculty, administrators and staff across the College consulting with them to ensure program effectiveness.
  • Partners closely with the Teaching and Learning Center to design, develop, and deliver professional development opportunities tailored to faculty. This includes supporting initiatives that enhance instructional effectiveness, promote innovative teaching practices, and align faculty development with institutional priorities and student success outcomes.
  • Ensures coordination between staff and faculty development efforts to foster a cohesive, institution-wide culture of continuous learning.
Service Delivery, Oversight & Compliance
  • Directs the design, implementation, and administration of leadership development community sites and online development resources, trains clients in the use of online developmental resources.
  • Provides participants with guidance, support and available resources that assist them in taking appropriate actions as supervisors, managers, and leaders.
  • Ensures consistent and high-quality deliverables and service provision to clients
  • Oversees and evaluates effectively and accurately the performance of all employees under direct supervision, including providing subject matter expertise to the Director of the Teaching-Learning Center.
  • Promotes and participates in appropriate professional growth and development activities/conferences and encourages such participation by area staff.
  • Leverages people analytics to identify trends, help inform recommendations, and enable the business to make strategic and operational decisions.
  • Serve as a Campus Security Authority (CSA) by complying with the Clery Act and reporting crime-related information
  • File an annual financial disclosure statement with the Maryland State Ethics Commission
  • Performs other duties as assigned.

KNOWLEDGE, SKILLS AND ABILITIES
  • Experience designing and leading talent management and leadership initiatives, including talent review/succession planning, employee engagement, and leadership & professional skills development, including coaching and assessments.
  • Senior level expertise in instructional methods and training techniques, including curriculum design principles, adult leaning theory, and blended learning strategies.
  • Solid knowledge of the organization's leadership and talent practices and procedures, as well as College business objectives.
  • Ability to translate strategic goals into appropriate development and talent programs, and to manage the changing organizational priorities.
  • Ability to manage a team using group dynamics while encouraging creativity and innovation.
  • Ability to design, develop, and facilitate training and talent management practices and programs that support strategic business goals.
  • Excellent interpersonal, communication, and presentation skills; strong influencing, negotiation, and facilitation skills, with the ability to foster and maintain collaborative relationships with customers, peers, subordinates, and other members of management.
  • Expertise in administering training and talent software applications, as well as online leadership community sites and development resources.
  • Excellent project management, organizational, and planning skills; must be results oriented.
  • Knowledge of Microsoft Office Suite and other business-related software, especially PowerPoint, Excel, and SharePoint.
  • Ability to leverage people analytics and data to identify trends, inform recommendations, and support strategic and operational decision-making.
  • Ability to develop and lead long-range strategic plans for professional and organizational development aligned with institutional goals.
  • Ability to lead organizational change initiatives and drive culture and organizational effectiveness efforts.
Job Requirements
PHYSICAL REQUIREMENTS
Must have the use of sensory skills in order to effectively communicate and interact with other employees and the public through the use of the telephone and personal contact as normally defined by the ability to see, read, talk, hear, handle, or feel objects and controls. Physical capability to effectively use and operate various items of office related equipment, such as, but not limited to a, personal computer, calculator, copier, and fax machine. No significant climbing, stooping, kneeling, crouching, reaching, standing, walking, pushing, pulling, lifting, grasping, and repetitive motions.
OTHER REQUIREMENTS
  • Ability to communicate effectively in spoken and written standard English.
  • As required by the 1986 Immigration Act, be prepared to present acceptable documentation showing your identity and that you are a U.S. citizen or an alien who is authorized to work.
  • A background investigation will be conducted prior to the offer of employment. A signed authorization for the release of personal information will be required if selected for an interview.

ACCOMMODATIONS
To perform this job successfully, an individual must be able to satisfactorily perform each essential job duty. Prince George's Community College provides reasonable accommodations when requested by a qualified applicant or employee with a disability, unless such accommodation would cause undue hardship. Accommodation determinations are made on a case-by-case basis. If reasonable accommodation is needed, please contact the Equity, Culture, and Talent (ECT) department
Is Background Check Required? Yes Is the incumbent responsible for working with minor children or directly engaging with minor children on campus? No
Posting Detail Information
Posting Number PGCC237511/12 Open Date 06/11/2026 Close Date Open Until Filled Yes Background Check Statement
Prince George's Community College is committed to providing a safe campus community. PGCC conducts background investigations for applicants being considered for employment. Background investigations include reference checks, a criminal history record check, education verification, and when appropriate, a financial (credit) report or driving history check.
Special Instructions to Applicants
This position offers a comprehensive benefits package, including paid time off, paid holidays, retirement plans, and health and welfare coverage.
Application Status: you will receive an email acknowledging receipt of your application, upon which time no further communication occurs unless selected for an interview or the position is filled. If recommended for hire, communication is immediately sent to your references listed on your application. Also, you will receive an email notification from HireRight requesting you to submit authorization to complete a background investigation.

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