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Director Talent Organizational Development Jobs

Children's of Alabama

Summary The Director of Organizational Development is responsible for the continuing growth and development of Children's of Alabama employees. Creates an atmosphere of continuous improvement by ...

DraftKings

Director, Talent Management

New York, NY · On-site

The Crown Is Yours As a Director, Talent Management, you'll shape how talent grows, performs, and ... Advance the organization's approach to performance management, feedback, and employee development ...

DraftKings

Director, Talent Management

Boston, MA · On-site

The Crown Is Yours As a Director, Talent Management, you'll shape how talent grows, performs, and ... Advance the organization's approach to performance management, feedback, and employee development ...

Direct Counsel

Director of Talent Acquisition

Glendale, CA · On-site

$145K - $175K/yr

Direct Counsel has partnered with a rapidly growing law firm in the Los Angeles area, considered a ... Organizational Development & Training * Design and implement training programs, leadership ...

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

As of Sep 10, 2026, the average yearly pay for director talent 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 talent organizational development do?

A Director of Talent Organizational Development leads strategies to develop and retain top talent within an organization. This role involves designing and implementing programs for leadership development, employee engagement, succession planning, and organizational culture. They collaborate with senior leaders to align talent initiatives with business goals and ensure the company fosters a productive and inclusive workplace. Additionally, they use data-driven approaches to assess needs and measure the effectiveness of development programs.

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

To thrive as a Director of Talent and Organizational Development, you need expertise in talent management, organizational design, leadership development, and typically a relevant advanced degree such as in HR or organizational psychology. Familiarity with HRIS systems, learning management platforms, and certifications like SHRM-SCP or HRCI-SPHR are commonly required. Exceptional strategic thinking, influence, and change management skills help you drive cultural and organizational transformation. These abilities are crucial for aligning talent strategies with business goals and fostering a high-performing, adaptable workforce.

What are some typical challenges faced by a director talent organizational development, and how can they be addressed?

Directors of Talent and Organizational Development often face challenges such as aligning talent strategies with business goals, managing change initiatives, and fostering a culture of continuous learning. To address these, they collaborate closely with senior leadership to ensure initiatives are strategic and measurable, and frequently engage with cross-functional teams to drive buy-in and support. Building strong communication channels and leveraging data-driven insights also help in overcoming resistance to change and in demonstrating the impact of development programs.

What is the difference between Director Talent Organizational Development vs Talent Development Manager?

AspectDirector Talent Organizational DevelopmentTalent Development Manager
CredentialsBachelor’s or Master’s in HR, Organizational Development, or related field; certifications like CPLP or SHRM-SCPBachelor’s degree in HR, Business, or related; certifications like CPLP or SHRM-CP
Work EnvironmentStrategic leadership in HR departments, overseeing organizational change and cultureOperational focus on training programs, employee development, and skill enhancement
Employer & Industry UsageCommon in large corporations, consulting firms, and organizations prioritizing cultureFound in various industries, focusing on employee growth and training initiatives

The main difference is that the Director Talent Organizational Development leads strategic initiatives to shape organizational culture and change, while the Talent Development Manager focuses on implementing training programs and employee growth activities. Both roles require similar credentials but differ in scope and strategic versus operational focus.

What cities are hiring for Director Talent Organizational Development jobs?

Cities with the most Director Talent Organizational Development job openings:

What states have the most Director Talent Organizational Development jobs?

States with the most job openings for Director Talent Organizational Development jobs include:

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

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

Infographic showing various Director Talent Organizational Development job openings in the United States as of July 2026, with employment types broken down into 1% As Needed, 82% Full Time, 15% Part Time, and 2% Contract. Highlights an 92% Physical, 2% Hybrid, and 6% Remote job distribution, with an average salary of $112,050 per year, or $53.9 per hour.

Sr. Business Partner, Talent & Organizational Development (Schaumburg)

Schaumburg, IL • On-site

1101 Primary Products Ingredients Americas LLC
See more jobs at 1101 Primary Products Ingredients Americas LLCexternal

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

This job post has expired today. Applications are no longer accepted.

Job description

Sr.Business Partner, Talent & Organizational Development at Primient

About the Role

Our Talent, Learning and Culture team leads on a wide‑range of activities to foster an inclusive, high‑performance, safety‑focused culture. The Sr. Business Partner of Talent & Organizational Development works closely with HRBPs, COEs, and business stakeholders to plan, communicate, and execute global COE solutions and other project assignments.

Key Responsibilities
  • Performance Management Process owner for Primient Thrive: plan, communicate, and execute the entire life cycle of the global performance management process across the business (including role profile workshops, goal setting, Individual Growth Plan (IGP) creation, mid‑year reviews, and end‑of‑year reviews).
  • Provide guidance and resources to support the business during organizational design reviews & strategic workforce planning.
  • Engagement Plan & launch employee lifecycle surveys (including onboarding, engagement, Great Place to Work, and exit surveys) and support the business in creating action plans post‑survey.
  • Provide strategic insight & drive execution of Primient’s Leadership training program.
  • Facilitate information/training sessions with the business as needed.
  • Expand AI adoption: explore ways to integrate AI Automation into Primient’s working methods, such as AI course development and short educational video content.
  • Lead Data & HRIS integration efforts, including reporting, insights for gap analysis, and utilization of Workday Learning and Workday Talent & Performance applications.
  • Partner with the HRIS team to build Workday processes, tools, and reports that best support Talent, Learning, and Performance initiatives.
  • Maintain knowledge of best practices in Talent Management and Learning to keep tools and processes up‑to‑date.
  • Partner with procurement to manage vendor relationships/systems (e.g., Glint, LinkedIn Learning).
  • Partner with the local Culture Champion Network to drive inclusive, global culture initiatives across the business.
  • Manage Primient’s cornerstone Cultural Recognition programs.
  • Accurately forecast monthly spend and reconcile actuals to ensure 100% budget compliance.
About You
  • Bachelor’s degree in Human Resources, Business, Organizational Development/Design, or a similar field.
  • Master’s degree in HR, OD, Business, or related fields preferred.
  • 7–10 years of relevant experience in Human Resources or Learning & Development roles (generalist or multiple disciplines).
  • Intermediate/Advanced Microsoft Excel & PowerPoint skills.
  • Strong data analytic and facilitation skills.
  • Organizational Development knowledge/experience in building high‑performing teams.
  • Ability to work in a fast‑paced, global environment and communicate effectively with senior audiences.
Total Rewards
  • Competitive pay: $144,654.40 – $180,818.00 plus bonus eligibility.
  • Comprehensive benefits package including multiple healthcare plan choices, dental and vision insurance, 401(k) with company match, short‑ and long‑term disability, life, AD&D, voluntary insurance plans.
  • Paid holidays, vacation, floating days off, parental leave.
  • Employee resource groups, learning & development programs, and career path clarity.

Primient is an equal opportunity employer, committed to diversity, equity, inclusion, and belonging. All qualified applicants will receive consideration for employment.

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