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T. Rowe Price

Role Summary The Senior Organizational Development (OD) Consultant is a key position within T. Rowe ... direct authority Qualifications Required: * Bachelor's degree in Organizational Psychology ...

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How much do director organizational development jobs pay per year?

As of Jun 6, 2026, the average yearly pay for director organizational development in the United States is $112,050.00, according to ZipRecruiter salary data. Most workers in this role earn between $95,500.00 and $124,000.00 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.

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.

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.
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Director Organizational Development jobs near you
Infographic showing various Director Organizational Development job openings in the United States as of May 2026, with employment types broken down into 87% Full Time, 8% Part Time, and 5% Contract. Highlights an 93% Physical, 2% Hybrid, and 5% Remote job distribution, with an average salary of $112,050 per year, or $53.9 per hour.
Senior Director, Talent, Learning & Organizational Development

Senior Director, Talent, Learning & Organizational Development

Deciphera Pharmaceuticals

Waltham, MA • On-site

Full-time

Medical, Dental, Vision, Retirement

Posted 11 days ago

Job description

Company Description
Job Description
Role Summary
The Senior Director, Talent, Learning & Organizational Development (TL&OD) serves as the leader of Deciphera's Talent, Learning, and Organizational Development Center of Excellence. This role is responsible for shaping and delivering talent and leadership strategies and systems across the employee lifecycle, ensuring alignment with business priorities, Deciphera's stage of growth, and ONO Group expectations.
This role will establish practical, scalable, and globally aligned talent frameworks that create consistent, high-quality employee and manager experiences, while strengthening performance, leadership capability, and organizational effectiveness in support of Deciphera's scientific, commercial, and patient-focused objectives.
The Senior Director will build strong partnerships across the business to develop a deep understanding of Deciphera's strategy, enabling talent, learning, and organizational development solutions that deliver meaningful impact.
Key Responsibilities
Talent & Performance Management - 40%
Owns the end-to-end talent lifecycle, including performance management, talent assessment, and employee development.
  • Design, implement, and continuously improve an end-to-end performance management process (goal setting, quarterly check-ins, mid-year, and year-end)
  • Partner with business and HR leaders to strengthen goal clarity, feedback quality, and performance conversations, while identifying critical capabilities, workforce needs, and future skill gaps
  • Design and lead enterprise talent review processes, including critical role identification, succession planning, key talent identification, and development planning
  • Develop and embed a comprehensive employee development framework, including career pathing, internal mobility, and competency models that enable growth and progression across the organization
  • Establish and monitor talent analytics and metrics (e.g., bench strength, internal mobility, retention) to assess effectiveness and inform decisions

Leadership & Organizational Development - 30%
Builds leadership capability and drives organizational effectiveness to enable high performance, alignment, and transformation.
  • Design and deliver manager and leadership development strategies that strengthen leadership capability, accelerate high-potential talent, and build a sustainable leadership pipeline
  • Partner with HR Business Partners and business leaders to diagnose organizational needs and drive change and transformation efforts that enhance team performance and alignment
  • Provide tools and frameworks to enable coaching, mentoring, and leadership development across all levels, including high-potential talent and critical roles
  • Foster a high-performance and inclusive culture that strengthens employee engagement, retention, and leadership effectiveness

Learning Strategy & Capability Building - 25%
Defines and scales enterprise learning and capability building aligned to business priorities and future workforce needs.
  • Develop and implement a learning strategy aligned to business priorities, critical capability needs, and future workforce requirements
  • Align learning initiatives to key skill gaps and capabilities needed to support business growth and performance
  • Curate and manage enterprise learning programs and platforms (e.g., LMS, LinkedIn Learning)
  • Ensure learning solutions are practical, scalable, and tied to measurable improvements in performance and capability building
  • Measure the effectiveness and impact of learning programs using data, feedback, and defined success metrics
  • Manage external learning partners and vendors to deliver high-quality, scalable solutions
  • Oversee and enhance early talent programs (e.g., interns, co-ops, fellows)

Other duties and responsibilities as assigned - 5%
Qualifications
Required Qualifications
  • Demonstrated experience in Human Resources, Organizational Development, or a related field, with a strong track record of building and scaling Talent, Learning, and Organizational Development capabilities
  • 12-15 years of progressive HR experience, including significant experience in Talent Management, Learning, and/or Organizational Development
  • Demonstrated experience designing and implementing performance management, succession planning, and leadership development programs
  • Experience leading or building enterprise or function-wide talent programs in a growing organization
  • Proven ability to partner with senior leaders and influence talent-related decisions and outcomes
  • Strong program leadership and change management experience, including driving adoption of new processes and frameworks
  • Demonstrated ability to operate at both a strategic and execution level, translating enterprise talent strategies into practical, scalable solutions that drive measurable business impact
  • Strong business acumen, with the ability to translate business priorities into talent, learning, and organizational development strategies
  • Strong analytical and problem-solving skills, including the ability to use data and analytics to inform decisions, measure impact, and translate insights into action
  • Strong communication and influencing skills across all levels of the organization
  • Familiarity with learning platforms, LMS, and digital learning strategies

Preferred Capabilities
  • Experience in biotech or pharmaceutical industries
  • Experience operating in a global environment and collaborating with headquarters and/or a Japanese parent organization

Additional Information
Deciphera is committed to fair and equitable compensation practices. The base salary pay range for this role is $229,000 - $315,000. Actual compensation packages will depend on various factors, including, but not limited to depth of experience, education, skillset, overall performance and/or location.
Deciphera believes in providing a competitive compensation and benefits package to all employees. Our base salary is just one component of Deciphera's competitive total rewards strategy that also includes annual performance bonus, a long-term incentive plan, full range of benefits and other incentive compensation plans (if applicable)
Benefits:
  • Competitive salary and annual bonus.
  • Comprehensive benefits package including medical, dental, vision insurance, 401(k) retirement plan with company match, and more.
  • Generous parental leave and family planning benefits.
  • Outstanding culture and opportunities for personal and professional growth.

Apply Now: Join us in our mission to improve the lives of people with cancer. Apply today to become a part of our dynamic team!
EQUAL EMPLOYMENT OPPORTUNITY INFORMATION
Deciphera is committed to equal employment opportunity and values diversity. To ensure that we comply with reporting requirements, we invite you complete the confidential survey at the end of this application. Providing this information is optional. It will not be accessible or used in the hiring process, and has no effect on your opportunity for employment. This information will also be treated confidentially. We are committed to make all hiring decisions and other employment decisions on a non-discriminatory basis.

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