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Organizational Development Business Partner Jobs

Munich Re

Product Development Business Partner

Chicago, IL · On-site

$118K - $147K/yr

Best) rated organization, we provide unmatched stability and reliability. Our team is committed to ... This Product Development Business Partner role will support our US underwriting teams by drafting ...

Munich RE

Product Development Business Partner

Manhattan, NY

$126K - $157K/yr

Best) rated organization, we provide unmatched stability and reliability. Our team is committed to ... This Product Development Business Partner role will support our US underwriting teams by drafting ...

Munich Re

Product Development Business Partner

Philadelphia, PA · On-site

$115K - $144K/yr

Best) rated organization, we provide unmatched stability and reliability. Our team is committed to ... This Product Development Business Partner role will support our US underwriting teams by drafting ...

Munich RE

Product Development Business Partner

Chicago, IL

$118K - $147K/yr

Best) rated organization, we provide unmatched stability and reliability. Our team is committed to ... This Product Development Business Partner role will support our US underwriting teams by drafting ...

Munich RE

Product Development Business Partner

Princeton, NJ

$120K - $149K/yr

Best) rated organization, we provide unmatched stability and reliability. Our team is committed to ... This Product Development Business Partner role will support our US underwriting teams by drafting ...

T. Rowe Price

Role Summary The Senior Organizational Development (OD) Consultant is a key position within T. Rowe ... As Senior OD Consultant, you will serve as a trusted advisor to Human Resources Business Partner ...

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Organizational Development Business Partner information

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$91.5K

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

As of Jun 9, 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.

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.

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 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.

More about Organizational Development Business Partner jobs
What cities are hiring for Organizational Development Business Partner jobs? Cities with the most Organizational Development Business Partner job openings:
What job categories do people searching Organizational Development Business Partner jobs look for? The top searched job categories for Organizational Development Business Partner jobs are:
Organizational Development Business Partner jobs near you
Infographic showing various Organizational Development Business Partner job openings in the United States as of May 2026, with employment types broken down into 66% Full Time, 29% Part Time, and 5% Contract. Highlights an 93% Physical, 2% Hybrid, and 5% Remote job distribution, with an average salary of $54,999 per year, or $26.4 per hour.
Manager, Learning & Organizational Development Business Partnerships

Manager, Learning & Organizational Development Business Partnerships

Menasha Corporation

Neenah, WI • On-site

Full-time

Posted 15 hours ago

Job description

Menasha Corporation Employees, please log-in to your Workday account to apply for positions.
ABOUT US (AND OUR EXCITING FUTURE)
Menasha Corporation is all about possibilities. Our two businesses, Menasha Packaging and ORBIS Corporation, are leaders in their industries, providing corrugated and plastic packaging products and related services to major global companies.
Our employees make the difference, proving that great ideas, collaboration and quality turn possibilities into success. Working at Menasha Corporation means that your insights provide cutting-edge solutions for our customers. If you like to make things happen and are passionate about what you do, you're going to want to be here.
Join us and become part of the power behind possible.
About The Opportunity
The Manager, Learning and Organizational Development Business Partnerships operates as a strategic activator and trusted advisor to business leaders and HR partners. This role translates business priorities and organizational needs into targeted leadership and organizational development initiatives, ensuring programs are clearly positioned, well adopted, and effectively executed.
Serving as a hands-on partner, this role packages and positions development programs, facilitates leadership and learning sessions, and acts as a concierge across key employee lifecycle moments-including employee engagement, onboarding, transfers, rotations, high-potential development, and offboarding.
If you enjoy translating strategy into action and ensuring learning and organizational development initiatives are not only thoughtfully designed, but consistently reinforced and embedded into everyday leadership practices, this role may be a strong fit for you!
What You'll Do
1. Strategic Activation & Business Partnership
  • Serve as a primary L&OD partner to HR Business Partners and leaders, advising on learning, team, and organizational development needs
  • Translate business challenges and priorities into actionable learning and organizational development initiatives
  • Act as an activation lead-ensuring programs are positioned clearly, understood by leaders, and integrated into business rhythms

2. Learning & Organizational Development Program Ownership
  • Own a portfolio of learning and development, manager capability, and organizational effectiveness initiatives
  • Package and position programs with clear purpose, expectations, and outcomes for leaders and participants
  • Ensure initiatives are practical, scalable, and focused on real-world application and performance impact

3. Lifecycle Concierge & Experience Management
  • Serve as a concierge across key employee lifecycle moments, including employee engagement, onboarding, transitions, rotations, high potential pathways, and offboarding
  • Partner with HRBPs and Talent teams to ensure learning and development touchpoints are timely, coordinated, and high quality
  • Maintain visibility into priority populations and lifecycle progress to support readiness and development conversations

4. Facilitation, Enablement & Leader Support
  • Facilitate learning and leadership development sessions, workshops, and team experiences
  • Enable leaders and HRBPs with toolkits, talking points, guides, and follow-up resources
  • Support leaders in applying learning through reinforcement strategies and practical guidance

5. Program Visibility, Accountability & Execution
  • Build and maintain program visibility through rosters, timelines, progress tracking, and adoption views
  • Partner with L&OD team members to ensure seamless logistics, system support, and execution
  • Monitor participation, engagement, and follow through, escalating risks or barriers as needed

6. Integration with Talent & People Processes
  • Align learning and organizational development initiatives with:
    • Performance management
    • Talent review and succession planning
    • Readiness, mobility, and development priorities
    • Partner with Talent and HR teams to ensure L&OD efforts reinforce broader people strategies

7. Measurement & Continuous Improvement
  • Track participation, completion, and qualitative feedback for learning and OD initiatives
  • Use data and leader input to refine program design, positioning, and delivery
  • Share insights with HR, Talent, and L&OD partners to inform future priorities

What You Bring - Experience, Skills & Education
  • Strong business partnership and advisory capability
  • Leadership and organizational development expertise
  • Facilitation and group based learning skills
  • Ability to translate strategy into actionable, leader ready solutions
  • Program and stakeholder management discipline
  • Comfort using data, feedback, and insight to drive improvement
  • 5-8 years of experience in Leadership Development, Organizational Development, Learning, Talent, or related HR roles
  • Demonstrated experience partnering with HRBPs and business leaders
  • Experience designing, facilitating, or activating leadership or organizational development initiatives
  • Familiarity with learning and HR systems (Workday Learning preferred)
  • Bachelor's degree required; advanced degree or L&OD credentials preferred

Success Measures / KPIs
  • Adoption and participation in learning and organizational development initiatives
  • Leader and HRBP satisfaction with partnership, clarity, and enablement
  • Evidence of learning application and behavior change
  • Timely, high-quality execution of programs and lifecycle touchpoints
  • Visibility and accountability for priority populations and initiatives

Why Menasha?
At Menasha, learning and leadership are essential to how the business grows and succeeds. In this role, you will have a direct impact on how leaders are developed, how teams perform, and how strategy turns into action across the organization. Menasha's people-first, family-owned culture values partnership, accountability, and continuous improvement-creating an environment where learning and organizational development work is not just designed, but truly embedded into how work gets done. If you are motivated by influence, collaboration, and seeing your work come to life through leaders and teams, Menasha offers the scale, stability, and support to do your best work.
Two companies, one vision.
Menasha Corporation consists of two companies that are leading the way to a sustainable future with packaging and supply chain solutions. Founded in 1849 and headquartered in Neenah, Wisconsin, we employ over 7,500 employees in 112 facilities in North America and Europe.
Our companies are leading corrugated and plastic packaging manufacturers and supply chain solution providers. Our Menasha Packaging Company is the largest independent provider of packaging and supply chain service solutions in North America, designing, printing, and fulfilling graphic packaging, display and merchandising solutions for over 1,800 brands, both in-store and online.
Our ORBIS business believes there is a better way to optimize today's supply chains, with reusable packaging products and services. Reusable containers, pallets, dunnage, bulk systems and metal racks improve the flow product all along the supply chain to reduce costs, enhance profitability and add sustainability.
Our products and services are used by global, name-brand companies in the food, beverage, health and beauty, over-the-counter pharmaceutical, industrial, automotive, and electronics industries.
Come build an exciting, rewarding career with us, where you'll have opportunities to grow.
The possibilities are endless. The power is yours!
Menasha Corporation and its subsidiaries and affiliates are equal opportunity employers. All qualified applicants will be provided with equal employment opportunities without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, protected veteran status, disability status, or genetic information.

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