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Learning And Organizational Development Jobs in Oregon

BerryDunn

Organization Development Senior Consultant

$90K - $125K/yr

Create, perform, and complete organizational analyses using effectiveness analytics and diagnostic tools * Design and deliver leadership development programs and learning application initiatives

Oregonstate

Staff Development Specialist

Corvallis, OR · On-site

Minimum of five (5) years of progressively responsible experience in employee development, learning and development, organizational development, leadership development, human resources, Extension ...

Autodesk

Director, Talent Development

Portland, OR

The successful candidate will have demonstrated success leading in highly matrixed global technology organizations, leveraging learning technologies, skills-based development practices, AI-enabled ...

Reser's

Director, Learning & Development

Beaverton, OR · On-site

Responsible for leading the enterprise learning and development strategy, programs, and team in support of business needs across the organization. Provides leadership for team members over three core ...

Amgen, Inc.

Director, R&D Learning Business Partner

OR · On-site +1

Part of Amgen's R&D Strategy & Operations organization, the R&D Knowledge & Learning team serves staff across R&D and the Office of the Chief Medical Officer, transforming how we learn and grow ...

Amgen, Inc.

Director, R&D Learning Business Partner

OR · On-site

Part of Amgen's R&D Strategy & Operations organization, the R&D Knowledge & Learning team serves staff across R&D and the Office of the Chief Medical Officer, transforming how we learn and grow ...

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Learning And Organizational Development information

What are some common challenges faced by professionals in Learning and Organizational Development roles?

Professionals in Learning and Organizational Development often encounter challenges such as aligning training initiatives with overall business goals, gaining buy-in from leadership, and measuring the tangible impact of development programs. Navigating diverse learning needs across departments and adapting to rapidly changing technologies can also be demanding. Collaborating with various stakeholders, balancing strategic planning with day-to-day operational demands, and continuously updating content to remain relevant are key aspects of the role.

Are L&D jobs in high demand?

Learning and Organizational Development (L&D) roles are in increasing demand as organizations prioritize employee training, leadership development, and talent retention. These jobs often require skills in instructional design, change management, and familiarity with learning management systems, and they are expected to grow alongside evolving workplace learning needs.

What is the difference between Learning And Organizational Development vs Training Specialist?

AspectLearning And Organizational DevelopmentTraining Specialist
Primary FocusStrategic development of learning programs and organizational growthDesigning and delivering specific training sessions
Work EnvironmentCorporate, HR departments, consulting firmsCorporate training departments, educational institutions
CredentialsOften requires degrees in HR, Organizational Development, or related fieldsTypically requires training certifications or related experience
Employer UsageUsed in organizations aiming for long-term development and culture changeUsed for skill-specific training and onboarding

Learning And Organizational Development focuses on strategic initiatives to enhance overall organizational effectiveness, while Training Specialists concentrate on delivering specific training programs. Both roles are essential but serve different purposes within a company's learning ecosystem.

What is learning and organizational development?

Learning and organizational development (L&OD) is a field focused on improving an organization's effectiveness through employee training, leadership development, and strategic initiatives. Professionals in this area design programs, assess organizational needs, and implement changes to enhance performance and foster a positive workplace culture.

What skills are needed for L&D jobs?

Learning and Organizational Development (L&D) professionals need strong communication, facilitation, and interpersonal skills to effectively deliver training and develop programs. They should also have expertise in instructional design, needs assessment, and familiarity with learning management systems (LMS), along with project management abilities and a good understanding of organizational behavior.

What can I do with an organizational development degree?

A degree in organizational development prepares individuals for roles such as organizational development specialist, training manager, or change management consultant. These professionals work to improve company effectiveness, develop leadership programs, and facilitate organizational change using skills in communication, analysis, and strategic planning. Certifications like OD Practitioner or SHRM can enhance career prospects.

What are the key skills and qualifications needed to thrive as a Learning and Organizational Development professional, and why are they important?

To thrive in Learning and Organizational Development, you need expertise in adult learning principles, instructional design, talent management, and often a background in human resources or organizational psychology. Familiarity with Learning Management Systems (LMS), e-learning development tools, and certifications such as CPLP (Certified Professional in Learning and Performance) are commonly required. Strong communication, facilitation, and change management skills are essential soft skills that enable effective collaboration and influence across all organizational levels. These competencies are important because they drive employee growth, foster a positive workplace culture, and align learning initiatives with organizational objectives.
What are popular job titles related to Learning And Organizational Development jobs in Oregon? For Learning And Organizational Development jobs in Oregon, the most frequently searched job titles are:
What job categories do people searching Learning And Organizational Development jobs in Oregon look for? The top searched job categories for Learning And Organizational Development jobs in Oregon are:
What cities in Oregon are hiring for Learning And Organizational Development jobs? Cities in Oregon with the most Learning And Organizational Development job openings:
Learning And Organizational Development jobs near you
Infographic showing various Learning And Organizational Development job openings in Oregon as of July 2026, with employment types broken down into 6% Internship, and 94% Full Time. Highlights an 77% In-person, 17% Hybrid, and 6% Remote job distribution.

Talent Development Strategy & Organizational Effectiveness Manager

Columbia Banking System, Inc.

Lake Oswego, OR

$120K - $150K/yr

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Re-posted 15 days ago

Job description

About the Role:

The Talent Development Strategy & Organizational Effectiveness Manager leads the design and execution of enterprise talent and organizational development strategies, ensuring alignment with business priorities and future workforce needs. This role partners closely with senior leaders to strengthen leadership capability, drive succession planning, and enhance overall organizational performance through data-driven, scalable programs

  • Own and drive the enterprise talent and leadership development strategy aligned to business goals and workforce planning needs

  • Lead enterprise-wide talent review and succession planning, identifying risks, readiness gaps, and pipeline needs for critical roles

  • Establish governance and standards for talent management processes to ensure consistent, objective decision-making

  • Partner with senior leaders and HR to shape workforce strategy, strengthen bench depth, and enable internal mobility

  • Drive organizational effectiveness and culture initiatives using data and insights to improve leadership impact and team performance

  • Define success metrics and evaluate the impact of talent programs, translating insights into continuous improvement actions

  • Oversee the full lifecycle of leadership and professional development programs across in-person, virtual, and digital platforms

  • Lead and develop a team of talent and development professionals, fostering a high-performance, learning-focused culture

  • Ensure operational excellence, including budget management, compliance, and audit readiness across all talent processes

About You:

  • Bachelor's degree in Human Resources, Organizational Development, Business Administration, or a related field (Master's preferred)

  • 10+ years of experience in talent management, organizational development, or a related discipline

  • Proven experience designing and implementing enterprise-level development programs in a corporate or large organizational environment

  • Strong strategic thinker with the ability to align talent initiatives to business goals and workforce planning needs

  • Experience leading enterprise talent reviews, succession planning, and performance management processes

  • Demonstrated ability to partner with senior leaders and influence decision-making using data and insights

  • Expertise in leadership development, coaching, and organizational effectiveness strategies

  • Experience building and leading high-performing teams and fostering a culture of continuous learning

  • Strong understanding of governance, compliance, and risk management in HR processes

  • Professional certifications (e.g., SHRM-SCP, CPLP, or similar) preferred

  • Willingness to travel occasionally for training, conferences, or business meetings


The pay range for this role is $120,000.00 to $150,000.00.

The pay rate for the selected candidate is dependent upon a variety of non-discriminatory factors including, but not limited to, job-related knowledge, skills, and experience, education, and geographic location. The role may be eligible for performance-based incentive compensation, and those details will be provided during the recruitment process.

Primary Location: Ability to work fully onsite at posted location(s).

1301 A Street Tacoma WA 98402

Our Benefits:


We are proud to offer a competitive total rewards package including base wages and comprehensive benefits.

We offer eligible associates comprehensive healthcare coverage (medical, dental, and vision plans), a 401(k)-retirement savings plan with employer match for qualifying associate contributions, an employee assistance program, life insurance, disability insurance, tuition assistance, mental health resources, identity theft protection, legal support, auto and home insurance, pet insurance, access to an online discount marketplace, and paid vacation, sick days, volunteer days, and holidays. Benefit eligibility begins the first day of the month following the date of hire for associates who are regularly scheduled to work at least thirty hours weekly.


Our Commitment to Diversity:


Columbia Bank is an equal opportunity and affirmative action employer committed to employing, engaging, and developing a diverse workforce. All qualified applicants will receive consideration for employment without regard to race, color, national origin, religion, sex, age, sexual orientation, gender identity, gender expression, protected veteran status, disability, or any other applicable protected status or characteristics. If you require an accommodation to complete the application or interview(s), please let us know by email: careers@columbiabank.com.


To Staffing and Recruiting Agencies:


Our posted job opportunities are only intended for individuals seeking employment at Columbia Bank. Columbia Bank does not accept unsolicited resumes or applications from agencies and Columbia Bank will not be responsible for any fees related to unsolicited resume submissions. Staffing and recruiting agencies are not authorized to submit profiles, applications, or resumes to this site or to any Columbia Bank employee and any such submissions will be considered unsolicited unless requested directly by a member of the Talent Acquisition team.

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