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Head Of Organizational Development Jobs (NOW HIRING)

Hope The Mission

$88K - $100K/yr

The Director of Organizational Development is responsible for building that workforce capacity across the organization. Reporting to the Chief Mission and Organizational Development Officer, the ...

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Head Of Organizational Development information

What is the difference between Head Of Organizational Development vs HR Director?

AspectHead Of Organizational DevelopmentHR Director
Primary FocusOrganizational growth, culture, change managementEmployee relations, recruitment, compliance
ResponsibilitiesLeadership development, strategic planning, organizational effectivenessHR policies, staffing, employee engagement
Required CredentialsOften advanced degrees in HR, OD, or related fields; certifications like SHRM-SCPHR certifications, bachelor’s or master’s degrees in HR or business
Work EnvironmentStrategic, cross-departmental, executive levelOperational, department-focused, managerial level

The Head Of Organizational Development primarily focuses on shaping organizational culture and implementing change strategies, while the HR Director manages employee-related functions. Both roles require HR-related credentials and work closely with leadership, but their core responsibilities differ significantly.

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

To thrive as a Head Of Organizational Development, you need expertise in change management, talent development, organizational design, and a relevant degree such as in HR, psychology, or business. Familiarity with HRIS platforms, data analytics tools, and certifications like SHRM-SCP or Prosci Change Management are commonly required. Outstanding leadership, strategic thinking, and strong interpersonal skills enable effective influence and collaboration across all levels of the organization. These skills are crucial for driving organizational growth, fostering a positive culture, and ensuring successful change initiatives.

What are some typical challenges faced by a head of organizational development when implementing change initiatives across a company?

A Head of Organizational Development often encounters challenges such as resistance to change from employees, aligning diverse teams with new processes, and ensuring consistent communication across all levels of the organization. Additionally, balancing short-term operational demands with long-term development strategies can be complex. Success in this role typically requires strong stakeholder management skills, the ability to foster a culture of continuous improvement, and a strategic approach to measuring and demonstrating the impact of development programs.

What does a head of organizational development do?

A Head of Organizational Development is responsible for designing and implementing strategies to improve an organization's effectiveness, culture, and employee development. This role involves assessing organizational needs, leading change management initiatives, and fostering talent management programs. They work closely with leadership to align organizational goals with employee performance, ensuring that the company adapts and thrives in a competitive environment.
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What are the most commonly searched types of Of Organizational Development jobs? The most popular types of Of Organizational Development jobs are:
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Head Of Organizational Development jobs near you

Director of Organizational Development

INTER-STATE STUDIO & PUBLISHING CO

Sedalia, MO • On-site

Full-time

Medical, Dental, Vision, Retirement, PTO

Posted 25 days ago

Job description

Seeking a Strategic Organizational Development Leader! Drive Our Culture and Leadership Vision Forward as Our Next Director of Organizational Development

Inter-State Studio is a family-owned school photography and yearbook company that has been successfully serving schools for over 90 years. By listening to the needs of our customers and utilizing the latest technologies, we pride ourselves on providing high-quality school portraits and yearbooks with affordable pricing and excellent service.
As the organization continues to evolve, we are investing in the leadership capability, culture, systems, and talent practices needed to support our next chapter of growth.
The Director of Organizational Development will serve as a strategic leader responsible for strengthening organizational effectiveness, leadership development, talent strategy, employee engagement, and culture. This role will partner closely with executive leadership and ownership to help build a high-performing, values-driven organization where leaders are aligned, employees are engaged, and people practices support business priorities.
This is a highly visible role for someone who is both strategic and practical — a leader who can think enterprise-wide, build trusted relationships, and translate ideas into simple, actionable tools and practices that help leaders and teams perform at their best.
What You’ll Be Doing:

Organizational Culture & Strategy 

  • Develop and lead a holistic people and organizational development strategy aligned with the company’s vision, values, and business priorities.
  • Champion initiatives that strengthen culture, employee engagement, accountability, and leadership alignment.
  • Serve as a trusted advisor to senior leaders on people, leadership, culture, organizational effectiveness, and change-related matters.
  • Lead enterprise change management efforts that support growth, transformation, continuous improvement, and stronger execution across the organization.
  • Own the strategic implementation of the Predictive Index as a core component of the company’s talent and culture strategy, using behavioral insights to improve leadership effectiveness, team dynamics, hiring alignment, and organizational clarity.

Leadership Development and Organizational Capability

  • Create and implement leadership development programs that strengthen manager capability, executive alignment, coaching effectiveness, and accountability.
  • Build practical frameworks for peer learning, mentoring, communities of practice, knowledge transfer, and leadership consistency across the organization.
  • Coach and support leaders and managers to improve communication, decision-making, feedback, performance conversations, and team effectiveness. 
  • Lead the vision and delivery of the company’s annual Leadership Summit, designing programming that strengthens leadership effectiveness, reinforces company culture, and aligns senior leaders around strategic priorities.
  • Measure learning outcomes and organizational impact using qualitative and quantitative data to continuously improve development initiatives. 

Talent Strategy, Succession & Organizational Design

  • Partner with talent acquisition and senior leaders to align hiring, development, and workforce planning with long-term organizational needs.
  • Identify high-potential talent and build development pathways that support succession readiness and future leadership needs.
  • Lead organizational design initiatives, including team structures, role clarity, decision rights, and workforce planning, to support long-term business strategy. 
  • Support leaders in building stronger teams through clearer expectations, better alignment, and more intentional development of talent.

Employee Experience & Engagement

  • Design and lead programs that enhance the employee experience across the full employee lifecycle, from onboarding through development, retention, and offboarding.
  • Oversee employee engagement surveys and translate insights into practical action plans that improve culture, communication, leadership effectiveness, and the employee experience.
  • Promote a positive, inclusive, accountable, and high-performance work environment.

Performance Management & KPI Alignment

  • Partner with leadership to design, implement, and refine company-wide KPI and performance management frameworks tied to business objectives.
  • Ensure performance expectations and evaluation processes reinforce measurable results, leadership behaviors, accountability, and cultural standards.
  • Help leaders connect individual and team performance to broader company goals and priorities.

Evaluation & Impact

  • Develop and monitor organizational effectiveness metrics, using employee engagement, leadership effectiveness, retention, succession readiness, performance and business impact.
  • Use employee engagement, performance, quality, and business data to inform continuous learning and leadership investments, and organizational priorities.
  • Report regularly on outcomes, trends, risks, and opportunities to executive leadership.

What You’ll Need:

  • Bachelor’s degree in Human Resources, Organizational Development, Business, or related field required; master’s degree preferred
  • 8+ years of progressive experience in human resources, organizational development, talent development, people strategy, or related leadership roles.  
  • Demonstrated expertise in organizational development, leadership development, culture, employee engagement, change management and organizational effectiveness. 
  • Experience supporting organizations of 500+ employees.
  • Experience in multi-site, distributed, or operationally complex environments preferred.
  • Experience implementing Predictive Index or similar behavioral, talent, or leadership assessment tools preferred.
  • Demonstrated success leading enterprise-wide organizational change or development initiatives.
  • Strong ability to influence senior leaders and build credibility across all levels of the organization.
  • Strong project management, program design, facilitation, coaching, communication, and analytical skills.
  • Experience using HR, engagement, performance, or business data to inform decision-making and measure impact.

What We Offer:

Strategic Leadership: Partner with executive leadership to shape our culture, talent strategy, and organizational effectiveness, driving our next chapter of growth.

Collaborative Environment: Work with a dedicated leadership team that values innovation, practical execution, and strategic thinking.

Meaningful Work: Build a high-performing, values-driven organization where leaders are aligned and employees thrive, helping us "Share the Power of a Smile."

Comprehensive Benefits:

  • Competitive pay commensurate with experience
  • Relocation Package
  • Medical, dental, and vision benefits
  • 401K retirement plan with company matching
  • Paid time off, vacation, and sick leave
  • Bonus opportunities

Ready to Lead Our Next Chapter of Growth? If you are a strategic leader with a passion for building high-performing cultures and turning data into actionable impact, we want to hear from you. Join us in shaping the future of Inter-State Studio and apply today!

Inter-State Studio & Publishing Co. is an equal opportunity employer. Accommodations are available upon request during the recruitment process. HR@inter-state.com

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