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How much do organizational development business partner jobs pay per year?

As of Sep 4, 2026, the average yearly pay for organizational development business partner in the United States is $54,999.00, according to ZipRecruiter salary data. Most workers in this role earn between $41,500.00 and $63,500.00 per year, depending on experience, location, and employer.

What is an organizational development business partner?

An Organizational Development Business Partner (ODBP) is a professional who collaborates with leadership and HR teams to design and implement strategies that improve organizational effectiveness and employee engagement. They analyze business processes, facilitate change management initiatives, and support talent development to align the workforce with company goals. ODBPs use data-driven insights to recommend improvements in culture, structure, and processes, ensuring sustainable growth and adaptability within the organization.

How does an organizational development business partner typically collaborate with leadership and other departments to drive organizational change?

An Organizational Development Business Partner works closely with senior leaders and cross-functional teams to identify areas for improvement and implement change initiatives. This collaboration often involves facilitating workshops, conducting needs assessments, and developing tailored strategies to enhance organizational effectiveness. As a trusted advisor, the OD Business Partner ensures alignment between business goals and people strategies, fostering a culture of continuous improvement. Regular communication and partnership with HR, department heads, and project teams are essential to successfully manage change and ensure long-term impact.

What are the key skills and qualifications needed to thrive as an organizational development business partner, and why are they important?

To thrive as an Organizational Development Business Partner, you need expertise in change management, talent development, and organizational behavior, often supported by a degree in human resources, psychology, or a related field. Familiarity with HRIS systems, data analytics tools, and certifications like SHRM-SCP or ODCP are typically valuable. Strong interpersonal skills, strategic thinking, and the ability to influence stakeholders set top performers apart in this role. These skills ensure the effective implementation of organizational strategies, foster a positive work culture, and drive business transformation.

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

AspectOrganizational Development Business PartnerHR Business Partner
Primary FocusOrganizational change, culture, and development initiativesEmployee relations, HR policies, and talent management
Skills & CertificationsChange management, organizational psychology, certifications like Prosci or SHRM-CPHR certifications, employment law knowledge, interpersonal skills
Work EnvironmentCollaborates with leadership on strategic development projectsWorks closely with HR teams and managers on employee issues

While both roles support organizational success, the Organizational Development Business Partner primarily focuses on strategic change and culture initiatives, whereas the HR Business Partner handles employee relations and HR policies. Understanding these differences helps organizations align roles with their development goals.

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Organizational Development Business Partner jobs near you
Infographic showing various Organizational Development Business Partner job openings in the United States as of August 2026, with employment types broken down into 83% Full Time, 14% Part Time, and 3% Contract. Highlights an 90% Physical, 3% Hybrid, and 7% Remote job distribution, with an average salary of $54,999 per year, or $26.4 per hour.

Business Partner, Talent & Organizational Development - Learning

Primient

Decatur, IL • On-site

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Re-posted yesterday

Job description

Business Partner, Talent & Organizational Development - Learning | PrimientAbout Primient

Primient is a century old company with an entrepreneurial spirit. We are a leading producer of food and industrial ingredients made from plant-based, renewable sources. We deliver value through deep technical, commercial, and operational excellence that is backed by our long-standing corn wet milling heritage. Wherever we are in the process, from field to customer, our priorities are focused on ensuring we produce the safest, highest quality products through practices that uphold both our responsibility and commitments to the challenge and drive for excellence, our people and our planet. We are a privately held company with locations across the US, Mexico, Poland, and Brazil. We're investing in our plants and people to unlock our potential in the industrial and food sectors. Guided by our values of Safety, Excellence, Integrity, and Growth, we're focused on growing our business, our reputation, and the career of every teammate.

As a Business Partner of Talent, & Orgainzational Develepment you will work closely with HRBPs, COEs and other business stakeholders to plan, communicate and execute global COE solutions and other project assignments as needed. You will work collaboratively with your team in delivering thees goals.

You will serve as the Talent & Organizational Development Learning SME and partner to HRBPs in supporting their client groups to provide strategic direction in these areas.

As a Business Partner of Talent, & Orgainzational Development, you will serve as an advocate for Primient's culture and drive culture transformation across the business in partnership with Primient's Culture Champion Network.

You will serve as the gatekeeper for Talent, Learning & Culture Signature Processes across Primient including but not limited to: Role Profiling, Performance Management, Leadership training, Engagement, Recognition and other company-wide development initiatives.

As a Talent & OD Business Partner - Learning you will:

Learning delivery

  • Facilitate all of Primient's signature programs, as well as other frameworks and tools as needed (Myers Briggs, DISC, EQ, Crucial Conversation, Situational leaders)

  • Consult on and maintain an enterprise learning strategy aligned with business priorities, workforce plans, succession risks, and critical capability gaps.

  • Provide strategic insight & drive execution of Primient's Leadership training program

  • Facilitate information/training sessions with the business as needed

  • Translate operational and functional needs into scalable learning curricula and development pathways.

  • Advise senior leaders on leadership effectiveness, team development, and capability-building investments.

Learning design and Business Partnerships

  • Moderate instructional-design and curriculum-architecture expertise.

  • Experience with learning technologies, digital learning, virtual facilitation, and responsible use of AI in learning.

  • Apply adult-learning, instructional-design, and blended-learning principles to create effective experiences.

  • Establish role-based curricula, career pathways, academies, onboarding, and leader-transition programs.

  • Build manager capability to reinforce learning through coaching, practice, feedback, and on-the-job application.

  • Ensure learning solutions meet the needs of frontline, plant, office, and geographically dispersed employees.

Governance and quality

  • Establish learning governance, intake, prioritization, design standards, approval processes, and a learning calendar.

  • Define criteria for when to build, buy, facilitate, or discontinue learning solutions.

  • Maintain content quality, accessibility, version control, regulatory alignment, and consistent learner experiences.

  • Manage facilitators, subject-matter experts, vendors, licenses, certifications, and intellectual property.

Measurement and business impact

  • Define success measures before launching programs, including participation, completion, skill application, behavior change, and business outcomes.

  • Use dashboards and stakeholder reviews to measure effectiveness, adoption, learner experience, and return on investment.

  • Evaluate programs and continuously improve or sunset those that do not deliver value.

  • Connect learning outcomes to performance, engagement, retention, internal mobility, succession, safety, quality, and productivity.

Change and stakeholder leadership

  • Lead communications, adoption, and change-management plans for major learning initiatives.

  • Build strong partnerships across HR, operations, COEs, communications, and functional leadership.

  • Influence senior stakeholders, facilitate difficult conversations, and manage competing priorities.

  • Create a network of facilitators, learning champions, and subject-matter experts.

Additionally required capabilities

  • Consulting, executive presence, and performance-consulting skills.

  • Ability to distinguish a true training need from process, leadership, role-clarity, technology, or accountability issues.

  • Experience supporting hourly and frontline workforces in a manufacturing environment.

  • Knowledge of accessibility, data privacy, records retention, and compliance requirements related to learning.

Knowledge & Systems Management

  • Utilize Workday Learning & Performance applications to support Talent & Culture COE processes/initiatives

  • Partner with the HRIS team to complete data integration efforts, build Workday processes, tools and reports that best support the business processes in Talent, Learning and Performance.

  • Maintain knowledge of best practice in Talent Management and Learning to ensure tools and processes are up to date

  • Partner with procurement team to manage ongoing vendor relationships/systems (e.g., Glint, LinkedIn Learning, etc.)

Culture

  • Ensure Primient's culture is infused throughout all learning programs.

  • Partner with the local Culture Champion Network to drive inclusive, global culture initiatives across the business

  • Manage Primient's cornerstone Cultural Recognition programs

Budget & Project management

  • Accurately forecast monthly spend and reconcile actuals to ensure 100% budget compliance.

  • HR Budget POC

  • HR NOAM Project Management Lead

  • Ensure on-time milestones & project delivery

Other preferred knowledge

Engagement

  • Knowledge of employee lifecycle surveys (including onboarding, engagement, Great Place to Work and exit surveys)

Performance Management

  • Knowledge of the entire life cycle of the global performance management process across the business (including role profile workshops, goal setting, Individual Growth Plan "IGPs" creation, mid-year reviews, and end of year reviews)

  • Ability to act as a back-up Talent resource to support the business during organizational design reviews & strategic workforce planning

ABOUT YOU

  • Bachelor's degree in Human Resources, Business, Organizational Development/Design, or a similar field.

  • Master's Degree in HR, OD, Business, or related fields preferred.

  • Experience in Human Resources or Learning and Development roles.

  • Ability to work in a fast-paced, global work environment.

  • Ability to effectively communicate with senior audiences.

EXPERIENCE

  • 5 - 10 years of relevant experience in either Human Resources or Learning and Development roles. This could be in a generalist role or in multiple disciplines within these functions.

  • Intermediate/Advanced Microsoft Excel & PowerPoint skills.

  • Strong data analytic skills.

  • Strong facilitation skills.

  • Organizational Development Knowledge/Experience building high-performing teams.

  • Experience with learning design is preferred.

  • Experience with Workday Learning and/or Glint preferred.

Total RewardsThe annual pay range estimated for this position is $108,206.40 - $162,309.60 and is bonus eligible.

Please note that while this range reflects the full spectrum of compensation available for this role, individual compensation will be determined based on several factors including your experience, skills, and alignment with the role's responsibilities. During the interview process there will be an opportunity to discuss how your background fits into the pay range.

We offer a comprehensive Total Rewards package that our U.S. colleagues and their families can count on, which includes:

  • Competitive Pay

  • Multiple Healthcare plan choices

  • Dental and vision insurance

  • A 401(k) plan with company and matching contributions

  • Short- and Long-Term Disability

  • Life, AD&D, and Voluntary Insurance plans

  • Paid holidays & vacation

  • Floating days off

  • Parental leave for new parents

  • Employee resource groups

  • Learning & development programs

  • Fun culture where you have an opportunity in shaping our future

Career Path & Culture

Primient is committed to a workplace that is all in - ensuring everyone has the opportunity to develop and shape a career that matters in an open culture which embraces equity, diversity and belonging. We challenge old ways of thinking; and encourage employee voices to be a guiding force for ongoing learning.

Primient supports a culture of inclusion that respects individual strengths, views, and experiences. We believe our differences make better decisions, drive excellence, and deliver better business results. Primient employees experience autonomy and accountability in their role. Here, employees control their destiny as there is opportunity for career growth and pathways outside the norm.

Diversity, Equity, Inclusion & Belonging

We are believers in the power of difference. We strive to represent the communities in which we operate and to provide an inclusive, welcoming environment for all. We want Primient to be a place where every employee feels they belong and knows they are seen, heard, valued and safe to speak up. Our aspiration is to unlock the full potential in diverse perspectives, while offering everyone an equal chance to grow,

Primient is an equal opportunity employer, committed to the strength of an inclusive workforce.

California Consumer Privacy Act ("CCPA")

The Company is committed to complying with the California Consumer Privacy Act ("CCPA") and all data privacy and laws in the jurisdictions in which it recruits and hires employees. We collect the following categories of personal information for the purpose of hiring the best qualified applicants and to comply with applicable employment laws: Name and contact information; Job preference and work availability; Social Security Number and/or other identification information; Education and qualifications; Employment history and experience; Military service; Reference and background check information, including relevant criminal history and credit history; Social media information; Pre-employment test results; Post-offer medical examination information and results, including drug test results; Voluntary self-disclosure information regarding minority, veteran, and disability status; and Information provided by you during the hiring process.

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