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Director Organizational Learning Development Jobs in Seattle, WA

LIFECENTER NORTHWEST

Learning Coordinator

Bellevue, WA · On-site

$30.22 - $43.83/hr

... Development team. This role helps with the coordination of activities related to the organization ... Provides administrative and project coordination support to PR Leads, Managers and Director for ...

LifeCenter Northwest

Learning Coordinator

Bellevue, WA · On-site

$30.22 - $43.83/hr

... Development team. This role helps with the coordination of activities related to the organization ... Provides administrative and project coordination support to PR Leads, Managers and Director for ...

Blue Origin

Learning Experience Designer

Seattle, WA

Director, Learning & Development POSITION SUMMARY This role sits within the HR L&D team and serves ... Maintain content library organization and version control across all learning assets Facilitation ...

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Director Organizational Learning Development information

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How much do director organizational learning development jobs pay per year?

As of Aug 11, 2026, the average yearly pay for director organizational learning development in Seattle, WA is $127,516.00, according to ZipRecruiter salary data. Most workers in this role earn between $108,700.00 and $141,100.00 per year, depending on experience, location, and employer.

What does a director of organizational learning and development do?

A Director of Organizational Learning and Development oversees the creation and implementation of training programs and development strategies within an organization. They work to improve employee skills, leadership capabilities, and overall organizational performance. This role involves assessing learning needs, designing curriculum, evaluating training effectiveness, and aligning learning initiatives with business goals. Directors in this field often collaborate with executives and department leaders to ensure that learning and development efforts support the company's strategic objectives.

What are some common challenges faced by a director of organizational learning and development, and how can they be addressed?

A Director of Organizational Learning and Development often faces the challenge of aligning learning initiatives with the company’s strategic goals while ensuring engagement across diverse teams. Balancing the needs of various departments and measuring the impact of training programs can be complex. Effective directors address these challenges by fostering strong cross-functional relationships, implementing data-driven evaluation methods, and staying adaptable to evolving business needs. Regular communication with stakeholders and leveraging feedback help ensure learning solutions remain relevant and impactful.

What are the key skills and qualifications needed to thrive as a director of organizational learning and development, and why are they important?

To thrive as a Director of Organizational Learning and Development, you need expertise in adult learning theory, instructional design, and organizational development, typically supported by a relevant degree and substantial leadership experience. Familiarity with Learning Management Systems (LMS), data analytics tools, and professional certifications such as CPLP or SHRM are often required. Exceptional communication, strategic thinking, and change management abilities help drive engagement and foster a culture of continuous improvement. These skills ensure the effective alignment of learning initiatives with organizational goals, resulting in enhanced employee performance and business outcomes.
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Director Organizational Learning Development jobs near you

Director, Organization Development

Microsoft

Redmond, WA • On-site

Full-time

Re-posted 2 days ago

Microsoft rating

8.5

Company rating: 8.5 out of 10

Based on 132 frontline employees who took The Breakroom Quiz

78th of 242 rated software companies

Job description

Overview
We are hiring a Director, Organization Development. This is a high-impact role for an organization development practitioner who can help shape how the People team works, leads, and delivers through one of its most consequential periods of transformation. The Director, Organization Development will bring strategic depth, practical judgment, and a bias for action-translating organizational theory, diagnostics, and data into clear choices, fast learning, and durable behavior change across leaders, teams, and systems.
This leader will partner with senior People leaders to make complex organizational opportunities easier to see, understand, and act on. They will diagnose where structures, decision rights, leadership practices, culture, capabilities, and ways of working are enabling progress-or getting in the way-and will turn those insights into interventions that leaders can actually use. Success requires someone who is as comfortable facilitating difficult executive conversations as they are building pragmatic roadmaps, sequencing change, and helping teams move from intent to execution.
The candidate will be energized by work that sits at the intersection of strategy, organization design, leadership effectiveness, culture, and change. They will bring credibility with senior leaders, OD experience, and a grounded understanding of what it takes to make transformation stick inside a large, global, matrixed company. Rather than offering theory alone, this leader will help the organization make better tradeoffs, align around the work that matters most, and build the capability to deliver with greater clarity, speed, and impact.
This role also includes management responsibilities and will require a leader who builds trust, develops talent, sets a high bar for quality and impact, and creates the conditions for others to do meaningful, transformative work.
Microsoft's mission is to empower every person and every organization on the planet to achieve more. As employees we come together with a growth mindset, innovate to empower others, and collaborate to realize our shared goals. Each day we build on our values of respect, integrity, and accountability to create a culture of inclusion where everyone can thrive at work and beyond.
Responsibilities
Change Design and Orchestration
  • Guides HR and business leaders through complex, large-system organizational transformation efforts with urgency, clarity, and sound judgment-helping teams quickly understand what matters most and where action is needed.

  • Leads the creation of practical, end-to-end change plans that move from diagnosis to action quickly and responsibly. Develops communication, engagement, and implementation plans that improve business outcomes, manages schedules and budgets, evaluates progress, and adjusts the approach as new information emerges.

Leadership and Team Effectiveness
  • Rapidly assesses leadership and team effectiveness issues, distinguishes signal from noise, and designs practical interventions that improve alignment, decision quality, accountability, and execution against strategic objectives.

  • Connects leadership and team effectiveness work to the broader Microsoft ecosystem, using metrics and leader insight to monitor progress, identify risks early, and keep interventions focused on the outcomes that matter most.

Organizational Capability
  • Provides timely organizational capability insights that inform strategic execution and decision making. Defines long-term capability needs while identifying near-term actions leaders can take to strengthen processes, talent, ways of working, and operating discipline.

Organizational Design
  • Provides executive counsel on organizational models and system analyses, balancing thoughtful design with the need to make timely decisions and move work forward.

  • Designs and leads organization design efforts-such as information flow, governance, goals and metrics, process redesign, restructuring, and culture activation-that make strategy easier to execute and improve organizational outcomes.

Organizational Diagnosis
  • Engages business leaders to gather the right data quickly, validate organizational diagnostics, and determine what must be understood deeply versus what can be acted on now. Partners with peers and analytics teams to improve data quality, insight generation, and decision readiness.

  • Partners across the People team to understand the full organizational system, pressure-test insights, and connect diagnostics to broader business, talent, culture, and technology implications.

  • Applies rigorous diagnostic frameworks and data-based assessment techniques without letting analysis slow action. Synthesizes qualitative and quantitative information, identifies the highest-leverage insights, frames clear recommendations, and proposes OD interventions that can be implemented and measured.

  • Identifies gaps, conflicts, and misalignments in strategy execution and leader or employee behaviors, then recommends practical corrections that help the organization stay aligned to its priorities.

Organizational System Consulting
  • Builds a clear case for action, gains ownership for the path forward, and mobilizes internal and external resources with appropriate speed and discipline. Manages prioritization and resource allocation based on the work that will create the greatest organizational impact.

  • Leads practical, action-oriented dialogues with People leaders about organizational needs, choices, and tradeoffs to drive adoption of recommendations. Works alongside HRBPs and direct reports to keep organization, culture, and leadership work active with leaders throughout the year.

  • Contracts, leads, and coaches HR partners and direct reports to design cohesive intervention plans for complex situations-such as system redesign, leadership development, or strategic workforce planning-where technical, political, global, or adaptive dynamics must be managed.

  • Provides coaching and targeted advisory support that strengthens leadership capability, accelerates diagnostic work, and enables OD interventions to take hold.

Strategy Clarity and Alignment
  • Applies deep understanding of business goals, gaps, and opportunities to help executive teams quickly clarify strategy, make tradeoffs, align priorities, and translate direction into practical organizational choices that improve business results and culture.

  • Monitors strategy clarity and solution alignment across the organization, surfaces tangible examples of misalignment, and guides leaders in making the choices needed to improve business and culture outcomes.

People Management
  • Builds and leads a high-performing team by setting clear expectations, developing talent, modeling sound judgment, and creating an environment where people can move with ownership, speed, and accountability.

Other
  • Embody our culture and values

Qualifications
Required/minimum qualifications
  • Doctorate in Human Resources, Industrial-Organizational Psychology, Business, Organizational Development, or related field AND 7+ years experience in organizational development, human resources, business, or related experience
    • OR Master's Degree in Human Resources, Industrial-Organizational Psychology, Business, Organizational Development, or related field AND 10+ years experience in organizational development, human resources, business, or related experience
    • OR Bachelor's Degree in Human Resources, Psychology, Business, Organizational Development, or related field AND 12+ years experience in organizational development, human resources, business, or related experience
    • OR experience in organizational development, human resources, business, or related equivalent experience.

  • 8+ years formal or informal leadership experience.

  • 3+ years people management experience.

Additional / Preferred Qualifications
  • 9+ years of experience across consulting, program design, organizational design, strategic planning/execution, change management, Human Resource Business Partner (HRBP), Human Resources (HR), or equivalent experience.

  • 10+ years of formal or informal leadership experience.

  • 5+ years of people management experience.

Organization Development M6 - The typical base pay range for this role across the U.S. is USD $130,900 - $277,200 per year. There is a different range applicable to specific work locations, within the San Francisco Bay area and New York City metropolitan area, and the base pay range for this role in those locations is USD $165,600 - $303,600 per year.
Certain roles may be eligible for benefits and other compensation. Find additional benefits and pay information here:
https://careers.microsoft.com/us/en/us-corporate-pay
This position will be open for a minimum of 5 days, with applications accepted on an ongoing basis until the position is filled.
Microsoft is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to age, ancestry, citizenship, color, family or medical care leave, gender identity or expression, genetic information, immigration status, marital status, medical condition, national origin, physical or mental disability, political affiliation, protected veteran or military status, race, ethnicity, religion, sex (including pregnancy), sexual orientation, or any other characteristic protected by applicable local laws, regulations and ordinances. If you need assistance with religious accommodations and/or a reasonable accommodation due to a disability during the application process, read more about requesting accommodations.

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About Microsoft

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Our infrastructure is comprised of a large global portfolio of more than 100 datacenters and 1 million servers. Our foundation is built upon and managed by a team of subject matter experts working to support services for more than 1 billion customers and 20 million businesses in over 90 countries worldwide. With environmental sustainability and optimization at the forefront of our datacenter design and operations, we continue to grow and evolve as we meet the ever-changing business demands that hold Microsoft as a world-class cloud provider.

Industry

Computer and computer peripheral equipment and software wholesalers

Company size

10,000+ Employees

Headquarters location

Redmond, WA, US

Year founded

1975

Social media

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