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Learning And Organizational Development Jobs in Seattle, WA

Sound

Supervisor, Talent Development & Culture

Tukwila, WA · On-site

$81K - $86K/yr

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

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Learning And Organizational Development information

See Seattle, WA salary details

$15

$46

$95

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

As of Aug 6, 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, 15% Part Time, and 3% Contract. Highlights an 92% Physical, 2% Hybrid, and 6% Remote job distribution, with an average salary of $96,786 per year, or $46.5 per hour.

Talent Development Strategy & Organizational Effectiveness Manager

Columbia Banking System, Inc.

Tacoma, WA

$120K - $150K/yr

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Re-posted 21 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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