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Learning And Organizational Development Jobs in Seattle, WA

Nintendo

Manager, Talent Development

Redmond, WA · On-site

  • Medical

  • Dental

  • Vision

  • Retirement

  • PTO

Demonstrated success leading and developing teams responsible for the design and delivery of learning, talent development, or organizational development solutions in a corporate environment.

Nintendo

Manager, Talent Development

Redmond, WA

Demonstrated success leading and developing teams responsible for the design and delivery of learning, talent development, or organizational development solutions in a corporate environment.

Fortive

Learning & Delivery Specialist

Everett, WA · On-site +1

Bachelor's degree required, ideally in Human Resources, Learning & Development, Education, Organizational Development, Industrial/Organizational Psychology, Business, or a related field. Master ...

Fortive

Learning & Delivery Specialist

Everett, WA

Bachelor's degree required, ideally in Human Resources, Learning & Development, Education, Organizational Development, Industrial/Organizational Psychology, Business, or a related field. Master ...

Echodyne Corp

Learning & Development Manager

Kirkland, WA · On-site

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

Assess organizational and employee development needs through business partnerships, employee feedback, performance data, and other relevant inputs. * Establish annual learning priorities and programs ...

New

Plymouth Housing Group

Director of Talent Development

Seattle, WA · On-site

$136K - $154K/yr

  • Medical

  • Dental

  • Vision

  • Retirement

  • PTO

This role helps ensure the organization has the right people in the right roles at the right time by building strong hiring, onboarding, learning, and leadership development systems. The Director ...

Sound

Supervisor, Talent Development & Culture

Tukwila, WA · On-site

$81K - $86K/yr

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

Progressive experience in Learning & Development, Organizational Development, or Talent Development ... with demonstrated success leading enterprise or large-scale learning initiatives. * Strong ...

Sound

Supervisor, Talent Development & Culture

Tukwila, WA · On-site

$81K - $86K/yr

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

Progressive experience in Learning & Development, Organizational Development, or Talent Development ... with demonstrated success leading enterprise or large-scale learning initiatives. * Strong ...

Sound

Supervisor, Talent Development & Culture

Tukwila, WA

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

Progressive experience in Learning & Development, Organizational Development, or Talent Development ... with demonstrated success leading enterprise or large-scale learning initiatives. * Strong ...

Chewy

Medical Learning and Development Manager

Bellevue, WA

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

The Chewy Vet Care Learning and Development training organization is seeking an L&D Medical Manager with a with a strong background in learning and development, specifically in veterinary medicine ...

New

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Learning And Organizational Development information

See Seattle, WA salary details

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How much do learning and organizational development jobs pay per hour?

As of Aug 16, 2026, the average hourly pay for learning and organizational development in Seattle, WA is $46.53, according to ZipRecruiter salary data. Most workers in this role earn between $21.35 and $79.04 per hour, depending on experience, location, and employer.

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.

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 a career in learning and organizational development?

A career in learning and organizational development involves designing and implementing training programs, leadership development, and change management initiatives to improve employee skills and organizational effectiveness. Professionals in this field often use tools like learning management systems (LMS) and require strong communication, assessment, and project management skills. Certifications such as CPLP or SHRM can enhance job prospects.

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

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.

How to become a learning and organizational development specialist?

To become a learning and organizational development specialist, typically a bachelor's degree in human resources, organizational psychology, or related fields is required, often complemented by experience in training, talent development, or HR. Certifications such as the Certified Professional in Learning and Performance (CPLP) or SHRM-CP can enhance prospects, and strong skills in communication, analysis, and change management are essential. Many roles also value experience with learning management systems and instructional design.

What are popular job titles related to Learning And Organizational Development jobs in Seattle, WA?

For Learning And Organizational Development jobs in Seattle, WA, the most frequently searched job titles are:

What job categories do people searching Learning And Organizational Development jobs in Seattle, WA look for?

The top searched job categories for Learning And Organizational Development jobs in Seattle, WA are:

Learning And Organizational Development jobs near you
Infographic showing various Learning And Organizational Development job openings in Seattle, WA as of August 2026, with employment types broken down into 1% As Needed, 81% Full Time, 14% Part Time, and 4% Contract. Highlights an 91% Physical, 3% Hybrid, and 6% Remote job distribution, with an average salary of $96,786 per year, or $46.5 per hour.

Director, Organization Development

Microsoft

Redmond, WA • On-site

Full-time

Re-posted 8 days ago

Microsoft rating

8.5

Company rating: 8.5 out of 10

Based on 132 frontline employees who took The Breakroom Quiz

79th of 244 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.

What Microsoft employees say

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About Microsoft

Sourced by ZipRecruiter

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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