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Internship Human Organizational Development Jobs

Vallen

Manager Organizational Development

Belmont, NC · On-site

The Organizational Development Manager is responsible for leading enterprise training, development ... Partner with HR to design and deliver people skills training, leadership development programs, and ...

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How much do internship human organizational development jobs pay per hour?

As of Sep 6, 2026, the average hourly pay for internship human organizational development in the United States is $17.31, according to ZipRecruiter salary data. Most workers in this role earn between $14.42 and $19.23 per hour, depending on experience, location, and employer.

What is an internship in human organizational development?

An Internship in Human Organizational Development (HOD) is a temporary position designed for students or recent graduates interested in understanding how organizations function and how people interact within them. Interns work on projects related to organizational effectiveness, change management, employee engagement, and talent development. The internship typically involves collaborating with HR and leadership teams, analyzing organizational structures, and supporting initiatives that improve workplace culture. It's an opportunity to gain practical experience in applying theories of human behavior to real-world business challenges.

What are the key skills and qualifications needed to thrive as an internship in human organizational development?

To thrive as an intern in Human Organizational Development, you need a foundational understanding of organizational behavior, HR principles, and data analysis, usually supported by coursework in psychology, business, or related fields. Familiarity with HRIS platforms, survey tools like Qualtrics, and Microsoft Office is often expected. Strong communication, teamwork, and problem-solving abilities help interns contribute effectively to projects and adapt to dynamic work environments. These competencies are crucial for supporting organizational change initiatives and fostering a positive workplace culture.

What types of projects can I expect to work on during an internship in human organizational development?

As an intern in Human Organizational Development, you’ll likely participate in projects that support employee engagement, training program development, and organizational change initiatives. Your responsibilities may include assisting with data collection for employee surveys, helping to design or deliver workshops, and collaborating with HR professionals on process improvement efforts. This role provides exposure to both strategic planning and hands-on implementation, offering valuable insight into how organizations foster positive workplace cultures. You’ll often work with cross-functional teams, giving you a well-rounded perspective on organizational dynamics.

What is the difference between Internship Human Organizational Development vs Human Resources Intern?

AspectInternship Human Organizational DevelopmentHuman Resources Intern
Required CredentialsTypically pursuing or recent graduate in HR, Organizational Development, or related fieldsSimilar educational background, often students in HR or Business programs
Work EnvironmentFocus on organizational improvement, training, and development projectsAssist with recruitment, onboarding, and employee record management
Employer & Industry UsageUsed in consulting firms, corporate HR departments, and training organizationsCommon in HR departments across various industries
Comparison Search IntentUnderstanding roles in organizational development and trainingLearning about HR support functions and recruitment

Internship Human Organizational Development focuses on enhancing organizational effectiveness through training and development initiatives, while Human Resources Interns primarily support recruitment, onboarding, and employee management tasks. Both roles often require similar educational backgrounds and are found within HR departments, but they serve different aspects of organizational support.

What cities are hiring for Internship Human Organizational Development jobs?

Cities with the most Internship Human Organizational Development job openings:

What are the most commonly searched types of Human Organizational Development jobs?

The most popular types of Human Organizational Development jobs are:

What states have the most Internship Human Organizational Development jobs?

States with the most job openings for Internship Human Organizational Development jobs include:

Internship Human Organizational Development jobs near you
Infographic showing various Internship Human 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 $35,995 per year, or $17.3 per hour.

Director, Organizational Development

Langley

Newport News, VA • On-site

Full-time

Posted 6 days ago

Job description

The Director of Organizational Development provides enterprise leadership for organizational effectiveness, compensation, performance management, and workforce development strategies that strengthen Langley Federal Credit Union's ability to attract, develop, engage, and retain talent. The Director leads the organization's compensation programs, including base pay structures and incentive compensation, and leads the performance management framework to support internal equity, market competitiveness, accountability, and business performance. In partnership with senior leadership and the People & Culture Team, the Director advances culture, employee engagement, succession planning, career pathing, and organizational design initiatives that build workforce capability and support Langley's long-term strategy. The Director serves as a model and champion for Langley's culture and employee experience, aligning strategies with evolving business needs.
Essential Functions, Duties, and Responsibilities:
Compensation
  • Leads design and maintenance of the organization's compensation philosophy, partnering with senior Finance and People & Culture leadership to ensure alignment with organizational strategy, market positioning, and internal equity principles.
  • Designs, administers, and continuously evaluates the organization's base pay structures and salary bands in partnership with external compensation consultants, ensuring internal equity and external market competitiveness.
  • Develops, implements, and manages incentive compensation programs, including variable pay, short-term incentive plans, and recognition-based reward structures, in alignment with organizational performance objectives.
  • Conducts annual and ad hoc compensation analyses, including market pricing, pay equity reviews, and FLSA classification audits, and presents findings and recommendations to senior leadership.
  • Partners with Finance and department leaders to model compensation program costs, forecast budget impact, and ensure alignment with approved compensation philosophy.
  • Develops and maintains the organization's job architecture framework, including grade-level definitions and role leveling standards, and owns the job description program, establishing writing standards, ensuring quality and consistency, and coordinating with managers across the organization.

Performance Management
  • Owns the design, administration, and continuous improvement of the organization's performance management system, including the annual review cycle, calibration processes, goal-setting frameworks, and manager enablement resources.
  • Analyzes performance data to identify trends, equity concerns, and development gaps, and uses findings to inform compensation decisions, succession planning, and targeted interventions.

Organizational Development & Culture
  • Leads the design of Langley's employee engagement strategy, establishes survey and action planning standards, and holds senior leaders accountable for action plan execution and results.
  • Leads the organization's inclusion efforts by identifying priorities, coordinating initiatives, advising leaders, and incorporating inclusive practices across employee engagement, talent development, and organizational culture activities.
  • Establishes the design standards and evaluation measures for the employee onboarding experience and evaluates program outcomes against new hire effectiveness and retention targets.
  • Develops and maintains a structured career pathing framework, building role progression models, competency maps, individual development plans, and internal mobility pathways across the organization.
  • Leads succession planning processes in collaboration with Learning & Development, identifying high-potential talent, developing bench-strength assessments, and tracking development progress for key roles.
  • Advises senior leaders and people managers on organizational design, workforce planning, team structure decisions, and change management efforts, providing data-driven recommendations and implementation support.
  • Oversees the planning and execution of employee engagement events and recognition programs that reinforce organizational culture and values.
  • Oversees the internship program, approving program structure and partnering with department leaders to align assignments with business needs and development outcomes.
  • Analyzes workforce and program data to identify trends, measure effectiveness, and inform organizational development strategy and recommendations.
  • Facilitates large-group sessions and prepares and presents data-driven recommendations, program updates, and strategic proposals to senior leadership and executive stakeholders.

Team Leadership
  • Directs, coaches, and mentors the Organizational Development team in diagnosing gaps, designing solutions, and implementing them to improve organizational effectiveness.
  • Models collaborative partnership across People & Culture functions, working closely with Learning & Development, People Business Partners, Finance, and other business functions to deliver integrated people strategies.

Qualifications:
  • Bachelor's degree in Human Resources, Industrial-Organizational Psychology, Organizational Development, Business Administration, or a related field or an equivalent combination of education and experience required; master's degree in a related field preferred.
  • Eight or more years of progressive human resources experience required, including the following:
    • Experience in an organizational development or compensation role with demonstrated program ownership.
    • Experience owning compensation programs, including base pay structures, salary band development, market pricing, incentive or variable pay design, pay equity analysis, and FLSA classification reviews.
    • Experience owning enterprise performance management systems, including full-cycle review administration, calibration design and facilitation, goal-setting frameworks, and manager coaching.
  • Minimum three years of direct people leadership experience, including responsibility for coaching, performance management, work allocation, and team development.
  • Senior Professional in Human Resources (SPHR), SHRM Senior Certified Professional (SHRM-SCP), Certified Compensation Professional (CCP) or other relevant certification required.
  • Demonstrated experience designing, implementing, or significantly expanding career pathing, succession planning, or workforce planning programs in an organization of 500 or more employees preferred, including development of frameworks, governance processes, implementation plans, and measures of effectiveness.
  • Experience implementing or supporting a structured culture transformation initiative, including leader alignment, employee engagement, change adoption, and measurement of outcomes, preferred.
  • Experience developing or managing a job architecture framework, including role leveling standards and job description programs, preferred.
  • Advanced proficiency in Microsoft Excel required, including experience using pivot tables, lookup and logical functions, data validation, and analytical models to support compensation analysis, workforce reporting, and executive-level recommendations.

Targeted Salary Range- $103,200 - $132,800 based on qualifications and experience
Our Keys to Success:
All Langley employees are expected to demonstrate the following Keys to Success, which reflect our shared cultural and behavioral expectations.
  • Service Champion - Adopts a service orientation, building trusting relationships and delivering value for associates, members, and communities.
  • Langley Ambassadors - Demonstrates a passion for Langley's vision, encouraging diversity, equity, and inclusion while considering Langley's values when making decisions and taking accountability for delivering results.
  • Agile in Action - Adapts to changes in the business, demonstrating innovation to improve Langley and advance the business into the future.
  • Team Driven - Collaborates across Langley, communicating with transparency and prioritizing a team-based approach that delivers optimal outcomes for associates, members, and communities.
  • Continuous Learners - Maintains an understanding of Langley's business and how value is delivered to members and actively pursues opportunities to grow oneself and strengthen the organization.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
This employer is required to notify all applicants of their rights pursuant to federal employment laws.
For further information, please review the Know Your Rights notice from the Department of Labor.

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