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How much do organizational development consultant jobs pay per year?

As of Sep 11, 2026, the average yearly pay for organizational development consultant in the United States is $109,958.00, according to ZipRecruiter salary data. Most workers in this role earn between $83,000.00 and $149,000.00 per year, depending on experience, location, and employer.

What does an organizational development consultant do?

An organizational development consultant works with struggling companies to develop strategic plans to improve employee morale and boost productivity. As an organizational development consultant, your duties involve observing the work environment, interviewing employees and management, and recommending changes. You may also recruit and train personnel, as well as travel between multiple offices. The career typically requires a master’s degree or doctorate in organizational development (OD), organizational psychology, or a related human resources program, as well as relevant work experience. You may also pursue certification to demonstrate your abilities as an organizational development professional and improve your career prospects. Additional qualifications include strong communication and strategic thinking skills, project management abilities, and knowledge of scientific and resource planning software.

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

To thrive as an Organizational Development Consultant, you need expertise in change management, organizational behavior, and data analysis, typically supported by a degree in human resources, business, or psychology. Familiarity with assessment tools, HRIS platforms, and certifications such as SHRM or ODCP is often expected. Outstanding communication, facilitation, and problem-solving skills help consultants build trust and drive effective change across all levels of an organization. These competencies are vital for diagnosing organizational issues, implementing lasting solutions, and fostering a healthy, productive workplace culture.

What are some typical challenges organizational development consultants face when implementing change initiatives?

Organizational Development Consultants often encounter resistance to change from employees and leadership, as well as difficulties in aligning diverse stakeholders with new processes or structures. Navigating organizational politics and ensuring clear communication across departments are also common hurdles. Successful consultants proactively address these challenges by fostering open dialogue, building trust, and using data-driven approaches to demonstrate the value and impact of proposed changes.

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

AspectOrganizational Development ConsultantHuman Resources Specialist
CredentialsTypically requires a bachelor’s or master’s degree in organizational development, psychology, or related fields; certifications like OD Practitioner are common.Usually holds a bachelor’s degree in HR, business, or related areas; HR certifications like SHRM-CP or PHR are common.
Work EnvironmentWorks with leadership to improve organizational effectiveness, often in consulting firms or internal OD teams.Works within HR departments, focusing on employee relations, recruitment, and compliance.
Employer & Industry UsageUsed across various industries to facilitate change management and organizational growth.Primarily employed within organizations' HR departments across all industries.

While both roles focus on improving organizational performance, the Organizational Development Consultant primarily acts as an external or internal advisor on change initiatives, whereas the Human Resources Specialist handles day-to-day HR functions and employee management.

What is the role of an organizational development consultant in organizational development?

An organizational development consultant helps organizations improve effectiveness by analyzing current processes, designing strategies for change, and facilitating initiatives such as leadership development and culture transformation. They often use tools like surveys, data analysis, and change management techniques to support sustainable growth and employee engagement.
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Organizational Development Consultant jobs near you
Infographic showing various Organizational Development Consultant job openings in the United States as of September 2026, with employment types broken down into 1% Internship, 1% As Needed, 81% Full Time, 15% Part Time, and 2% Contract. Highlights an 85% Physical, 3% Hybrid, and 12% Remote job distribution, with an average salary of $109,958 per year, or $52.9 per hour.

Senior Organizational Development Consultant

Redmond, WA • On-site

Trunk Tools
See more jobs at Trunk Toolsexternal

Full-time

Posted 24 days ago

Key responsibilities

  • Partner with global HR and business leaders to implement and operationalize a global leveling framework using the Radford job leveling structure.

  • Establish a global workforce planning framework to define talent placement strategies supporting business objectives.

  • Evaluate and establish organizational design principles related to spans & layers, team design & makeup, and reporting structure in a global, matrixed organization.

Job description

About Centific

Centific is a frontier AI data foundry that curates diverse, high-quality data, using our purpose-built technology platforms to empower the Magnificent Seven and our enterprise clients with safe, scalable AI deployment. Our team includes more than 150 PhDs and data scientists, along with more than 4,000 AI practitioners and engineers. We harness the power of an integrated solution ecosystem-comprising industry-leading partnerships and 1.8 million vertical domain experts in more than 230 markets-to create contextual, multilingual, pre-trained datasets; fine-tuned, industry-specific LLMs; and RAG pipelines supported by vector databases. Our zero-distance innovation solutions for GenAI can reduce GenAI costs by up to 80% and bring solutions to market 50% faster.

Our mission is to bridge the gap between AI creators and industry leaders by bringing best practices in GenAI to unicorn innovators and enterprise customers. We aim to help these organizations unlock significant business value by deploying GenAI at scale, helping to ensure they stay at the forefront of technological advancement and maintain a competitive edge in their respective markets.

About Job

The Senior Organizational Development Consultant will lead a large cross-functional project to put foundational talent management frameworks in place for a global high-growth AI and Data Services business. Reporting to the CHRO, this role partners with senior leadership to architect the structures and frameworks that will underpin future talent management and organizational development strategies that will enable the company to scale with speed and precision.

KEY RESPONSIBILITIES

Organizational Design & Development

  • Partner with global cross-functional HR and Business leaders to implement and operationalize a global leveling framework using the Radford job leveling structure.
  • Establish a global workforce planning framework to help define talent placement strategies to support business objectives including focus areas such as employee type, regional placement, management structures, and operational governance.
  • Partner with business and HR leaders to evaluate and establish organizational design principles related to spans & layers, team design & makeup, and reporting structure in a global, matrixed organization to clarify roles and accountabilities as the company scales.

QUALIFICATIONS

Required

  • 12+ years of progressive OD, HR, or talent experience, with at least 3 years in a senior
  • Experience leading large cross-functional projects including planning, & timelines, stakeholder management, establishing success measures, and status updates.
  • Experience implementing job leveling frameworks with a comprehensive understanding of upstream and downstream implications.
  • Demonstrated expertise in two or more of: organizational design, change management, talent management, or L&D program development.
  • Experience leading global, cross functional projects
  • Proven ability to influence senior stakeholders and translate business strategy into people and organizational interventions.
  • Strong data fluency - comfortable designing measurement frameworks, interpreting analytics, and making evidence-based recommendations.

Preferred

  • Bachelor's or Master's degree in Organizational Psychology, Business, HR, or a related field.
  • Certification in change management (Prosci, ACMP) or coaching (ICF).
  • Experience leading OD in a scaling or post-Series C/D venture-backed or publicly traded tech company.
  • Familiarity with AI/ML workflows, data annotation, or data services business models.
  • Experience selecting and implementing talent tech platforms (HCM, LMS/LXP, succession tools).
Centific is an equal-opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, national origin, ancestry, citizenship status, age, mental or physical disability, medical condition, sex (including pregnancy), gender identity or expression, sexual orientation, marital status, familial status, veteran status, or any other characteristic protected by applicable law. We consider qualified applicants regardless of criminal histories, consistent with legal requirements.

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