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Manager Of Organizational Development Jobs (NOW HIRING)

BerryDunn

Organization Development Senior Consultant

$90K - $125K/yr

Organizational development services at BerryDunn include change management, strategic planning ... OD professionals can sit remotely or in close proximity to one of our offices. Successful ...

Citizens

Development Consultant

Irving, TX

$150K - $175K/yr

Minimum of 10 years of experience in organizational development, talent management, or a related field, with a strong focus on organizational effectiveness and change enablement practices. Strong ...

Citizens

Development Consultant

Irving, TX · On-site

$150K - $175K/yr

Minimum of 10 years of experience in organizational development, talent management, or a related field, with a strong focus on organizational effectiveness and change enablement practices. Strong ...

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

As of Jul 15, 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.

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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What are the most commonly searched types of Of Organizational Development jobs? The most popular types of Of Organizational Development jobs are:
What states have the most Manager Of Organizational Development jobs? States with the most job openings for Manager Of Organizational Development jobs include:
Manager Of Organizational Development jobs near you
Organizational Development & Learning Manager

Organizational Development & Learning Manager

SANY America, Inc.

Peachtree City, GA • On-site

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 6 days ago

Job description

Description
Organizational Development & Learning Manager
ABOUT THE ROLE
As part of the Americas team, SANY is seeking a driven, forward-thinking, and highly motivated Organizational Development & Learning Manager, for designing, building, and leading SANY America's enterprise learning and organizational development function. This role will establish the Company's learning strategy, governance framework, leadership development programs, and learning infrastructure while creating a culture of continuous learning and capability development.
Reporting to the Vice President of Human Resources, this position partners closely with executive leadership and functional departments to identify organizational capability needs, develop innovative learning solutions, and ensure employees have the knowledge, skills, and leadership capabilities required to support SANY America's continued growth.
This is a strategic, hands-on role responsible for building SANY America's learning function from the ground up, including the development of the SANY America Learning Academy, implementation of enterprise learning technologies, governance of employee training, and creation of scalable development programs across the organization.
With deep investment and backing from SANY Group, the Americas business continues to grow rapidly, and this role is critical to delivering competitive, customer-focused products that support long-term market expansion.
With current revenues over $500 million, SANY America continues to make strong progress and significant investments in the Americas market; the organization is now pursuing an aggressive growth strategy and is looking to move quickly beyond this initial platform and increase market share.
KEY RESPONSIBILITIES
Enterprise Learning Strategy
  • Develop and execute SANY America's enterprise learning and organizational development strategy aligned with business objectives.
  • Establish the vision, framework, and long-term roadmap for the SANY America Learning Academy.
  • Conduct organizational capability assessments to identify current and future learning needs.
  • Develop multi-year learning strategies supporting organizational growth and workforce capability.
  • Establish learning standards, policies, and governance across the enterprise.

Leadership Development
  • Design and implement leadership development programs for supervisors, managers, and future leaders.
  • Develop leadership competency models aligned with SANY America's culture and business strategy.
  • Create structured leadership learning paths and development experiences.
  • Facilitate leadership workshops, coaching sessions, and instructor-led learning programs.
  • Partner with senior leaders to strengthen leadership capability throughout the organization.

Learning Program Development
  • Design, develop, and implement enterprise learning programs utilizing a variety of instructional methodologies.
  • Develop onboarding programs, technical training curricula, professional development programs, and compliance learning.
  • Build blended learning experiences utilizing instructor-led training, virtual learning, e-learning, experiential learning, simulations, coaching, mentoring, and on-the-job learning.
  • Ensure learning content reflects adult learning principles and measurable business outcomes.

Training Governance
  • Establish governance processes for all employee training assigned throughout the organization.
  • Chair or facilitate the Training Governance Committee.
  • Evaluate training requests to ensure alignment with organizational priorities.
  • Eliminate redundant or low-value training while improving overall learning effectiveness.
  • Develop standards for curriculum design, content approval, and training quality.
  • Measure return on investment for learning initiatives.

Learning Technology
  • Lead implementation, administration, and continuous improvement of learning technologies, and related platforms.
  • Manage learning records, reporting, compliance tracking, and analytics.
  • Evaluate emerging learning technologies and recommend innovative solutions.
  • Develop executive dashboards measuring organizational learning effectiveness.

Organizational Development
  • Partner with business leaders to improve organizational effectiveness and workforce capability.
  • Support change management initiatives through learning and communication strategies.
  • Facilitate workshops and team development sessions.
  • Promote a culture of continuous learning, collaboration, and innovation.

Measurement & Continuous Improvement
  • Establish key performance indicators for learning effectiveness.
  • Measure knowledge retention, learner engagement, behavioral change, and business impact.
  • Evaluate learning programs using recognized evaluation models.
  • Recommend improvements based on analytics and participant feedback.
  • Provide regular executive reporting on organizational learning outcomes.

REQUIRED QUALIFICATIONS
  • 7+ years of progressive experience in organizational development, learning and development, instructional design, leadership development, or corporate training.
  • Experience building or significantly transforming a corporate learning function.
  • Experience designing enterprise learning strategies and leadership development programs.
  • Experience implementing or administering Learning Management Systems (LMS).
  • Experience facilitating instructor-led learning for supervisors, managers, and professionals.
  • Experience establishing governance, standards, and quality processes for enterprise learning.

EDUCATION
  • Bachelor's degree in Human Resources, Organizational Development, Education, Instructional Design, Industrial-Organizational Psychology, Business Administration, or a related field required.
  • Master's degree preferred.

WORK ENVIRONMENT & PHYSICAL REQUIREMENTS
  • On site-Peachtree City, GA

COMPENSATION & BENEFITS
Compensation will be competitive and commensurate with experience. It will include a base salary and an annual performance bonus.
  • Medical, dental, and vision
  • Paid Time Off
  • 401(k) savings plans
  • Health Savings Account (HSA)
  • Flexible Spending Accounts (FSAs)
  • Company paid STD and LTD benefits
  • Life Insurance
  • Employee Assistance Program (EAP)

EQUAL OPPORTUNITY STATEMENT
SANY America is an Equal Opportunity Employer and considers all qualified applicants for employment without regard to race, color, religion, sex, pregnancy, sexual orientation, gender identity, national origin, age, disability, veteran status, genetic information, or any other protected status under applicable federal, state, or local law.
DRUG AND ALCOHOL FREE WORKPLACE NOTICE
SANY America is an equal opportunity employer and maintains a drug and alcohol-free workplace consistent with applicable federal, state, and local laws. Applicants may be required to complete pre-employment screenings, including drug and/or alcohol testing, as a condition of employment where permitted by applicable law. Testing requirements, employment practices, and workplace policies may vary based on work location, position responsibilities, business necessity, workplace safety considerations, customer requirements, contractual obligations, and applicable regulatory standards.
SANY America complies with applicable federal, state, and local laws relating to marijuana/cannabis use, including applicable medical and recreational marijuana laws where permitted. However, applicants and employees are prohibited from being impaired or under the influence of alcohol, illegal drugs, or other prohibited substances while working, operating Company vehicles or equipment, performing safety sensitive duties, conducting Company business, or while on Company property, consistent with applicable law.
Certain positions may be designated as safety sensitive or subject to additional regulatory, customer, contractual, operational, or workplace safety requirements and may require participation in pre employment, random, reasonable suspicion, post-accident, return to duty, follow up, or other drug and/or alcohol testing programs in accordance with applicable federal, state, and local laws.

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