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Manager Of Organizational Development Jobs (NOW HIRING)

Dart

$78K - $130K/yr

Manage the activities of Training and Organizational Development personnel to ensure consistency and effectiveness of training within the agency and to ensure the continued development of training ...

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How much do manager of organizational development jobs pay per year?

As of Aug 5, 2026, the average yearly pay for manager of organizational development in the United States is $106,675.00, according to ZipRecruiter salary data. Most workers in this role earn between $91,500.00 and $116,500.00 per year, depending on experience, location, and employer.

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

To thrive as a Manager of Organizational Development, you need expertise in organizational behavior, change management, and talent development, typically supported by a bachelor’s or master’s degree in human resources, business, or a related field. Familiarity with HRIS platforms, learning management systems, and certifications like SHRM or ATD are commonly required. Exceptional communication, facilitation, and analytical skills help you influence culture and drive engagement across all levels. These abilities ensure the effective design and implementation of strategies that enhance workforce performance and organizational growth.

How much do managers of organizational development make?

Managers of organizational development typically earn a median annual salary of around $100,000 to $130,000, depending on experience, industry, and location. They often hold advanced degrees or certifications and oversee initiatives to improve organizational effectiveness and employee development.

What are some common challenges faced by a manager of organizational development when implementing change initiatives?

Managers of Organizational Development often encounter resistance to change from employees and leadership, which can slow down or complicate the implementation of new programs or processes. Navigating organizational culture, aligning stakeholders with varying priorities, and communicating the value of change initiatives are frequent challenges. Success in this role requires strong interpersonal skills, strategic communication, and the ability to build trust across teams. Being adaptable and proactive in addressing concerns helps foster a smoother transition and greater buy-in from all levels of the organization.

What does a manager of organizational development do?

A Manager of Organizational Development is responsible for improving an organization's effectiveness through strategies that enhance employee performance, engagement, and organizational culture. They design and implement training programs, manage change initiatives, and collaborate with leadership to align talent development with business goals. Their role often involves assessing organizational needs, facilitating workshops, and supporting leadership development. Ultimately, they help create a productive, positive work environment that supports the company's long-term success.

What is the difference between Manager Of Organizational Development vs HR Business Partner?

AspectManager Of Organizational DevelopmentHR Business Partner
Primary FocusOrganizational growth, change management, leadership developmentEmployee relations, HR strategy, talent management
Required CredentialsTypically a master's in HR, Organizational Development, or related fieldSimilar credentials, often with HR certifications like SHRM-SCP or PHR
Work EnvironmentCorporate, consulting, or large organizational settingsCorporate HR departments across industries
Key ResponsibilitiesDesigning development programs, facilitating change initiativesAdvising leadership on HR policies, managing employee issues

The Manager Of Organizational Development primarily focuses on enhancing organizational effectiveness through development initiatives, while the HR Business Partner concentrates on aligning HR strategies with business goals and managing employee relations. Both roles require similar credentials and often work within the same industry environments, but their core responsibilities differ in scope and focus.

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Manager Of Organizational Development jobs near you

Director of Organizational Development

INTER-STATE STUDIO & PUBLISHING CO

Sedalia, MO • On-site

$120K - $150K/yr

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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