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Organizational Coaching Jobs (NOW HIRING)

Next Generation, Inc.

Agile Coach - Remote

New York, NY · On-site +1

$100 - $123/hr

Work closely with cross-functional teams and organizational stakeholders to identify challenges in Agile adoption and provide targeted coaching support. * Facilitate alignment and collaboration ...

Next Generation Inc

Agile Coach - Remote

New York, NY · Remote

$100 - $123/hr

Work closely with cross-functional teams and organizational stakeholders to identify challenges in Agile adoption and provide targeted coaching support. * Facilitate alignment and collaboration ...

Scooters Coffee

Assistant Store Manager

Omaha, NE · On-site

Strong organizational, coaching, and communication skills. * Knowledge of barista techniques and customer service standards. * Ability to enforce policies and uphold performance during all shifts.

Next Generation Inc

Agile Coach - Remote

New York, NY · Remote

$100 - $123/hr

Work closely with cross-functional teams and organizational stakeholders to identify challenges in Agile adoption and provide targeted coaching support. * Facilitate alignment and collaboration ...

Next Generation Inc

Agile Coach - Remote

New York, NY · Remote

$100 - $123/hr

Work closely with cross-functional teams and organizational stakeholders to identify challenges in Agile adoption and provide targeted coaching support. * Facilitate alignment and collaboration ...

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How much do organizational coaching jobs pay per hour?

As of Jun 10, 2026, the average hourly pay for organizational coaching in the United States is $19.80, according to ZipRecruiter salary data. Most workers in this role earn between $11.54 and $23.08 per hour, depending on experience, location, and employer.

What is organizational coaching?

Organizational coaching is a professional development process in which a coach works with individuals, teams, or entire organizations to improve performance, foster leadership, and support organizational change. Unlike traditional training, organizational coaching focuses on guiding people to find their own solutions, build on their strengths, and achieve specific business goals. This type of coaching can address areas such as communication, collaboration, leadership skills, and workplace culture. The goal is to create lasting positive change that aligns with the organization's vision and values.

How do organizational coaches typically collaborate with leadership and staff to drive change within a company?

Organizational coaches work closely with both leadership teams and staff members to facilitate effective communication, align goals, and implement sustainable change. They often conduct assessments, run workshops, and provide one-on-one or group coaching sessions to help individuals and teams overcome challenges and improve performance. Collaboration is a key aspect, as coaches must build trust, encourage open dialogue, and tailor their approach to the unique culture and needs of the organization. This partnership helps ensure that initiatives are embraced across all levels, leading to more successful and lasting transformation.

What is the difference between Organizational Coaching vs Business Coaching?

AspectOrganizational CoachingBusiness Coaching
CredentialsTypically requires certifications like ICF or EMCCOften requires similar coaching certifications, sometimes with business-specific training
Work EnvironmentFocuses on organizational structures, culture, and team dynamicsCenters on individual or team business performance and goals
Employer & Industry UsageUsed within corporations, nonprofits, and large organizationsCommon in startups, small businesses, and corporate settings

Organizational Coaching and Business Coaching share many credentials and work environments, but Organizational Coaching emphasizes improving organizational systems and culture, while Business Coaching focuses on individual or team business performance. Both play vital roles in organizational development and leadership growth.

What are the key skills and qualifications needed to thrive as an Organizational Coach, and why are they important?

To thrive as an Organizational Coach, you need a deep understanding of organizational development, change management principles, and coaching methodologies, often supported by certifications like ICF or EMCC. Familiarity with tools such as assessment frameworks (e.g., DISC, MBTI), feedback systems, and performance management platforms is common in the field. Outstanding interpersonal skills, active listening, and the ability to foster trust are crucial soft skills for enabling meaningful client transformation. These competencies ensure effective guidance for individuals and teams, driving sustainable growth and positive organizational change.

What is the 70 30 rule in coaching?

In organizational coaching, the 70/30 rule suggests that 70% of coaching time should focus on developing the client's self-awareness, mindset, and behaviors, while 30% is dedicated to skill development and goal setting. This balance helps clients achieve sustainable growth by addressing underlying attitudes alongside practical skills.
More about Organizational Coaching jobs
What states have the most Organizational Coaching jobs? States with the most job openings for Organizational Coaching jobs include:
What job categories do people searching Organizational Coaching jobs look for? The top searched job categories for Organizational Coaching jobs are:
Organizational Coaching jobs near you
Infographic showing various Organizational Coaching job openings in the United States as of June 2026, with employment types broken down into 1% As Needed, 89% Full Time, 7% Part Time, 1% Temporary, and 2% Contract. Highlights an 92% Physical, 3% Hybrid, and 5% Remote job distribution, with an average salary of $41,175 per year, or $19.8 per hour.
Organizational Development Manager

Organizational Development Manager

SCOT FORGE

Spring Grove, IL • On-site

$125K - $160K/yr

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted yesterday

Scot Forge rating

7.6

Company rating: 7.6 out of 10

Based on 10 frontline employees who took The Breakroom Quiz

Job description

Overview

The Organizational Development (OD) Manager is a key driver of talent, leadership, and performance at Scot Forge. This role builds and scales development and performance systems that strengthen the organization and fuel the growth of our 600 employee-owners. Working closely with leadership, the OD Manager helps cultivate a culture of continuous learning, feedback, and accountability.

About Scot Forge

Scot Forge is a 130-year-old, 100% employee-owned company that manufactures custom open die and rolled ring forgings. At Scot Forge, we help our customers with forged solutions from the world's physical infrastructure, energy, and transportation to manufacturing, mining, and our national defense. From the wheels of NASA’s Curiosity Mars Rover to mission critical components for nuclear submarines, to large hydraulic cylinders for the largest mining trucks on the planet, Scot Forge creates precision forged metal parts used in demanding applications all over the world.

Essential Job Duties and Responsibilities

  • Lead organizational development strategies that align with business goals and strengthen workforce capability, leadership effectiveness, and organizational performance.
  • Design and implement scalable learning, leadership development, and succession planning programs to support internal growth.
  • Partner with corporate and manufacturing leaders to assess needs, close capability gaps, and deliver targeted development and workforce solutions.
  • Oversee company-wide talent and performance management processes, including goal setting, evaluations, and development planning for a 600-employee organization.
  • Coach and support leaders in performance management best practices, fostering a culture of accountability, feedback, and continuous improvement.
  • Analyze performance and talent data to identify trends, inform decisions, and align outcomes with compensation, development, and succession planning.
  • Evaluate the effectiveness of development programs and continuously improve offerings based on measurable outcomes.
  • Ensure compliance with company policies and employment regulations while serving as a strategic advisor on organizational effectiveness and change management.
  • Manage training and development investments to maximize impact and support long-term business success.


Qualifications

  • Bachelor’s degree in Human Resources, Organizational Development, Leadership Development, or a related field.
  • 10+ years of experience in organizational development, training, or talent management.
  • 5+ years of experience leading organizational change initiatives at a management level.
  • Demonstrated experience designing and managing performance management systems within a complex organization.
  • Strong business acumen with experience supporting manufacturing or industrial environments preferred.
  • Proven ability to influence leaders, drive change, and build collaborative relationships across all levels of the organization.
  • Excellent communication, facilitation, and consulting skills.
  • Experience working in employee-owned or values-driven cultures is a plus.

Additional Information:

This role is fully onsite and primarily based in Spring Grove, IL, with occasional travel to our Franklin Park, IL and Clinton, WI locations. The position may include additional responsibilities as needed. Candidates must be authorized to work in the United States without sponsorship and able to successfully pass a 90-day head hair drug test.

The estimated pay range for this position is the lowest and highest range we in good faith believe we would pay for this role at the time of this posting. We ultimately may pay more or less than the posted range, and the range may be modified in the future. The actual base pay offered to a candidate will depend on various factors including but not limited to relevant skills, experience, qualifications, education, certifications, seniority, geographic location and prevailing minimum wage, performance, shift, travel requirements, and business or organizational needs.

We offer a comprehensive package of benefits for eligible employees including Medical, Vision, Dental, Hearing, Life (Basic & AD&D), Disability (STD & LTD), 401K Plan with match, Profit Sharing, Employee Stock Ownership Plan (ESOP), Tax Savings (FSA & HAS), Vacation Time, Paid Time Off, and Paid Holidays.


Note: No amount of pay is considered to be wages or compensation until such amount is earned, vested, and determinable. The amount and availability of any bonus, or any other form of compensation for any particular employee remains in the Company’s sole discretion unless and until paid and may be modified at the Company’s sole discretion, consistent with the law.

Scot Forge is an Equal Opportunity Employer. We value diversity and inclusion and welcome all qualified candidates to apply.

We maintain a drug-free workplace and perform pre-employment substance abuse testing.

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