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Organizational Development Analyst Jobs in Virginia

KeenLogic

CPIC Analyst

Arlington, VA · On-site

The PM Specialist II will provide analytical, operational, and governance support across the IT ... Experiencein Organizational Development analysisto support As-is and To-bemodels with ...

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All JobsOrganizational Development Analyst JobsOrganizational Development Analyst Jobs in Virginia

Organizational Development Analyst information

See Virginia salary details

$37.2K

$74.3K

$110.5K

How much do organizational development analyst jobs pay per year?

As of Aug 9, 2026, the average yearly pay for organizational development analyst in Virginia is $74,343.00, according to ZipRecruiter salary data. Most workers in this role earn between $52,500.00 and $92,200.00 per year, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive as an organizational development analyst?

To excel as an Organizational Development Analyst, you need strong analytical skills, knowledge of organizational behavior, and typically a bachelor’s or master’s degree in human resources, psychology, or a related field. Familiarity with HRIS platforms, data analysis tools like Excel or SPSS, and change management frameworks is expected. Exceptional communication, problem-solving, and facilitation skills help you drive initiatives and collaborate across departments. These competencies are crucial for effectively assessing organizational needs and implementing strategies that enhance performance and culture.

What does an organizational development analyst do?

An Organizational Development Analyst evaluates company structures, processes, and culture to recommend improvements that enhance efficiency, productivity, and employee satisfaction. They use data analysis, surveys, and interviews to identify areas for development, then design and implement strategies such as training programs or change initiatives. Their goal is to help organizations adapt to changing environments and achieve their strategic objectives.

How does an organizational development analyst typically collaborate with other departments to drive change initiatives?

Organizational Development Analysts frequently work cross-functionally, partnering with HR, management, and various department leads to assess current processes and identify areas for improvement. They often facilitate workshops, lead focus groups, and gather feedback from employees at all levels to ensure that change initiatives are both effective and well-received. Collaboration is essential, as Analysts must align organizational strategies with departmental goals, communicate findings, and support the implementation of new programs or processes. This collaborative approach not only fosters buy-in but also ensures that solutions are practical and sustainable across the organization.

What is the difference between Organizational Development Analyst vs Human Resources Specialist?

AspectOrganizational Development AnalystHuman Resources Specialist
Required CredentialsBachelor's degree in HR, Business, or related field; certifications like ODCP or CPLPBachelor's degree in HR, Business, or related field; HR certifications such as SHRM-CP or PHR
Work EnvironmentFocus on analyzing and improving organizational effectiveness, often in consulting or corporate settingsHandle employee relations, recruitment, and HR policies within organizations
Employer & Industry UsageUsed in corporate, consulting, and non-profit sectors for organizational improvement projectsCommon in all industries for managing HR functions and compliance

While both roles require a background in HR or related fields, the Organizational Development Analyst primarily focuses on analyzing and enhancing organizational processes and culture, whereas the Human Resources Specialist handles employee management and HR operations. Understanding these differences helps in choosing the right career path or job search focus.

What are popular job titles related to Organizational Development Analyst jobs in Virginia? For Organizational Development Analyst jobs in Virginia, the most frequently searched job titles are:
What job categories do people searching Organizational Development Analyst jobs in Virginia look for? The top searched job categories for Organizational Development Analyst jobs in Virginia are:
Organizational Development Analyst jobs near you
Infographic showing various Organizational Development Analyst job openings in Virginia as of July 2026, with employment types broken down into 1% As Needed, 79% Full Time, 16% Part Time, and 4% Contract. Highlights an 91% Physical, 3% Hybrid, and 6% Remote job distribution, with an average salary of $74,343 per year, or $35.7 per hour.

Sr.Analyst, Talent and development

Ocean Network Express

Richmond, VA

$80K - $125K/yr

Full-time

Medical, Dental, Vision, Life, Retirement

Posted 4 days ago

Job description

Salary Range: $80,000.00 to $125,000.00

Location

Richmond, VA; This position will follow a hybrid work-from-home/office model with at least three days in the office weekly.

Role Summary

We are seeking a dynamic, results-driven Senior Talent Development Analyst to own and elevate our employee growth initiatives. In this role, you will be the driving force behind our continuous learning culture, high-potential leadership programs, and core onboarding experiences.

The ideal candidate brings a strong foundation of broad HR knowledge, a sharp eye for visual communication, and a passion for live training facilitation. You will blend strategy (accelerating leadership pipelines) with creative execution and dynamic delivery (hosting live sessions, building sleek presentations, and curating diverse learning opportunities) to empower our workforce and deliver clear business impact.

Additional Responsibilities
Leadership and Talent Development Programs (Working collaboratively on a team of analysts)

  • Succession & High-Potential Program Design: Develop, launch, and manage robust development initiatives targeted at high-potential employees to build a sustainable pipeline of future succession candidates.

  • Rotational & Growth Assignments: Design and implement strategic rotational programs, stretch assignments, and cross-functional experiences that broaden leadership capabilities and prepare candidates for critical future roles.

  • Next-Generation Leader Acceleration: Develop tailored initiatives that fast-track the readiness of emerging leaders, ensuring alignment with organizational growth plans and future skill requirements.

Alignment, Collaboration, and Talent Gap Analysis

  • Strategic Business Partnership: Partner proactively with business leaders to conduct thorough talent gap analyses, strategically identifying current and future capability shortages and providing targeted resources to bridge those gaps.

  • Broad HR Strategy Integration: Apply a deep foundation of general HR knowledge to ensure all talent development initiatives are tightly integrated with broader HR strategies, performance management cycles, and overarching organizational goals.

  • Consultative Problem Solving: Act as a trusted internal partner to business leaders, translating complex departmental needs into effective, practical, and scalable development solutions.

Learning & Development 

  • Curated Self-Directed Learning: Champion and expand a self-directed learning culture by driving employee engagement through curated learning pathways. Strategically blend resources such as e-learning, industry talks, lunch-and-learns, and other professional development events.

  • Dynamic Facilitation: Lead and facilitate engaging, high-impact live training sessions, leadership workshops, and webinars for both in-person and hybrid audiences.

  • Onboarding Excellence: Own the live delivery and iterative development of the company onboarding experience, ensuring a seamless, high-energy, and welcoming transition that aligns new hires with corporate culture from day one.

  • Functional & Business Training: Partner with internal teams to build and deliver practical, business-focused training programs that immediately enhance team performance.

  • High-Impact Presentation Design: Create visually stunning, professional presentations and training collateral that capture attention and simplify complex business ideas for live executive and employee delivery.

  • Digital Learning & eLearnings: Build interactive, modern eLearning modules and digital training assets to supplement live training and support on-demand learning via the LMS.

Core Required Skills and Competencies

  • Stakeholder Management: Proven ability to manage expectations, influence leaders, and build strong partnerships across multiple organizational tiers.

  • Project Management: Strong organizational skills with a track record of driving complex talent initiatives from conception to execution on time.

  • Cross-Functional Collaboration with Business: Skilled at working hand-in-hand with non-HR business lines to align training with real-world operational needs.

  • Teamwork: A collaborative, supportive partner within the HR ecosystem who values shared goals and collective success.

  • Advanced Facilitation & Presentation: Exceptional public speaking, storytelling, and presentation skills; ability to command a room, influence stakeholders, and keep adult learners engaged.

  • Strategic Talent Mindset: Strong understanding of general HR ecosystems, talent pipelines, succession planning methodologies, and employee lifecycle stages.

  • Data-Driven Agility: Ability to utilize organizational feedback, talent metrics, and business data to continuously improve and evolve training and succession programs.

Function Specific Skills

Proven track record of successfully designing and managing leadership development, high-potential programs, succession initiatives, or onboarding frameworks.

Required Minimum Years Experience

6+ years of progressive experience in Human Resources, Learning and Development, Talent Development, or closely related fields.

Required Minimum Education

Bachelor’s degree preferred; equivalent practical experience fully considered.

Ocean Network Express provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.

This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training. 

At Ocean Network Express, we strive toward high-level results for all our employees and pride ourselves on identifying opportunities for internal movement and advancement of proven talent. If you’re interested in a career in the global transportation industry and are looking for growth and advancement opportunities, we encourage you to apply. We enjoy meeting candidates who are persistent in their own professional development.

ONE NA follows a hybrid work schedule requiring employees to work 3 days in the office (i.e. Tuesday, Wednesday, Thursday) and 2 days remote each week.

Salary commensurate with experience means your pay will be directly proportional to your background, skills, and qualifications.

What we offer:

  • Opportunities available with hybrid working arrangements 

  • Total rewards package including medical, dental, vision, life insurance, short-term and long-term disability, 401K plan

About Ocean Network Express (ONE)

Ocean Network Express (ONE) was incepted on July 7, 2017, following the liner service integrations of Kawasaki Kisen Kaisha (“K” LINE), Mitsui O.S.K. Lines (MOL) and Nippon Yusen Kaisha (NYK). The new entity functions from its global headquarters in Singapore, supported by regional headquarters in Hong Kong, Singapore, the United Kingdom, the United States, and Brazil. ONE is the world’s sixth-largest container carrier with a fleet size of approximately 1.91 million TEU. Operating more than 240 vessels, it offers an expeditious and reliable international network of over 130 services to 120 countries and beyond. ONE is a member of the Premier Alliance, a global ocean carrier consortium.

For more information, please visit www.one-line.com

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