ZipRecruiter

Log In

1

Organizational Development Business Partner Jobs

Munich Re

Product Development Business Partner

Princeton, NJ · On-site

$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 ...

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 · On-site

$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 ...

next page

Showing results 1-20

All JobsOrganizational Development Business Partner Jobs

Organizational Development Business Partner information

See salary details

$19.5K

$55K

$91.5K

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

As of Jul 2, 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 June 2026, with employment types broken down into 63% Full Time, 30% Part Time, 1% Temporary, and 6% Contract. Highlights an 92% Physical, 2% Hybrid, and 6% Remote job distribution, with an average salary of $54,999 per year, or $26.4 per hour.
Leadership Development Business Partner

Leadership Development Business Partner

Meta

Menlo Park, CA

$230K/yr

Full-time

Posted 14 days ago

Meta rating

7.5

Company rating: 7.5 out of 10

Based on 44 frontline employees who took The Breakroom Quiz

130th of 202 rated software companies

Job description

People Development accelerates the performance of every Metamate, team, and leader — building the capabilities, culture, and human-AI partnerships that power Meta's future. We help people thrive through continuous change, grow more valuable over time, and choose to stay. We do this through coaching, team development, leadership experiences, performance systems, and skills at scale — all working as an integrated system, not a set of disconnected programs.This role sits on the Leadership Development team and focuses on team development and coaching, with the goal of supporting prioritized leaders and teams as they develop the skills and systems to solve their most important leadership challenges and unlock organizational impact. The team works as a small, lean consultative team, and partners with both Business and HR leaders to scale leader, team development, and healthy organization work. To support this mission, we are hiring a Leadership Development Business Partner. Reporting to the Director, Leadership Development this individual contributor role will focus on the most strategic leader and team development work across Meta.
Leadership Development Business Partner Responsibilities:
  • Diagnose leadership and team effectiveness at the system level. Use evidence-based diagnostic methods — team assessments, 360 design and debrief, stakeholder interviews, organizational data — to identify root causes, not just symptoms. Translate diagnosis into actionable intervention design
  • Design and deliver high-impact leader and team interventions. Build and facilitate bespoke development experiences — team engagements, leadership alignment sessions, transition support, coaching engagements — that are grounded in diagnosis and connected to business outcomes. This is not templated training. It's sustained, expert-level partnership
  • Coach executive leaders using ICF-credentialed methodology. Provide 1:1 coaching that builds the leader's own capacity — not advisory feedback, but professional, evidence-based coaching rooted in the ICF framework. This includes educating leaders on how team and leadership development can impact their business and organizational needs
  • Serve as cross-company intelligence. Use the rotational deployment model to identify patterns, share insights, and transfer best practices across business groups. Bring an enterprise-wide perspective to every engagement — "here's what we're seeing across Meta, and here's what's working."
  • Build trusted partnerships with HR Business Partners to deliver leader and team engagements. Collaborate on intake, scoping, and alignment while maintaining the structural independence that enables candor and trust
  • Connect leaders to the full People Development ecosystem. Serve as a front door to exec dev experiences, coaching resources, growth programs, and skills development — ensuring leader development isn't a one-off intervention but part of a connected system
  • Support organizational and work environment transformation. Partner with leaders navigating large-scale change — reorgs, strategy shifts, AI transformation — with change management expertise that goes beyond process to address the leadership capability required to lead through disruption
  • Stay at the cutting edge of the craft. Bring current research, emerging practices, and outside perspective on leadership effectiveness, team dynamics, and organizational health — especially as AI reshapes what leadership looks like at scale

Minimum Qualifications:
  • 12+ years of professional experience, with significant depth in leadership development, organizational effectiveness, or a related field
  • 5+ years in Learning & Development, Organizational Development, or leadership development function
  • ICF credential (ACC, PCC, or MCC) — this is a credentialed coaching role, not an advisory one
  • Demonstrated mastery of leader and team diagnosis, including 360 design/debrief, team assessment, and organizational analysis
  • Expertise in designing and facilitating high-impact development experiences for executive leaders and leadership teams — not off-the-shelf programs, but bespoke interventions grounded in diagnostic data
  • Experience working within complex, technical, multicultural, and globally distributed organizations at scale
  • Track record of building trusted partnerships with both business leaders and HR partners, with experience consistently working under your own initiative, seeking feedback and input where appropriate

Preferred Qualifications:
  • PCC or MCC-level ICF credential
  • Graduate-level work in organizational psychology, organizational development, or leadership development
  • Experience in a consultative or rotational model (vs. single-client embedded)
  • Experience operating in ambiguity and fast-moving environments where the work is defined by the diagnosis, not a predetermined playbook
  • Familiarity with how AI is reshaping leadership, team dynamics, and organizational design — and a point of view on what that means for development

About Meta:
Meta builds technologies that help people connect, find communities, and grow businesses. When Facebook launched in 2004, it changed the way people connect. Apps like Messenger, Instagram and WhatsApp further empowered billions around the world. Now, Meta is moving beyond 2D screens toward immersive experiences like augmented and virtual reality to help build the next evolution in social technology. People who choose to build their careers by building with us at Meta help shape a future that will take us beyond what digital connection makes possible today—beyond the constraints of screens, the limits of distance, and even the rules of physics.
Meta is proud to be an Equal Employment Opportunity and Affirmative Action employer. We do not discriminate based upon race, religion, color, national origin, sex (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender, gender identity, gender expression, transgender status, sexual stereotypes, age, status as a protected veteran, status as an individual with a disability, or other applicable legally protected characteristics. We also consider qualified applicants with criminal histories, consistent with applicable federal, state and local law. Meta participates in the E-Verify program in certain locations, as required by law. Please note that Meta may leverage artificial intelligence and machine learning technologies in connection with applications for employment.
Meta is committed to providing reasonable accommodations for candidates with disabilities in our recruiting process. If you need any assistance or accommodations due to a disability, please let us know at accommodations-ext@meta.com.
$230,000/year to $292,000/year + bonus + equity + benefits
Individual compensation is determined by skills, qualifications, experience, and location. Compensation details listed in this posting reflect the base hourly rate, monthly rate, or annual salary only, and do not include bonus, equity or sales incentives, if applicable. In addition to base compensation, Meta offers benefits. Learn more about benefits at Meta.

What Meta employees say

Pay

Benefits

Hours and flexibility

Workplace

Get the full story on Breakroom

Apply