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How much do organizational development consulting jobs pay per year?

As of Aug 15, 2026, the average yearly pay for organizational development consulting 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 are the key skills and qualifications needed to thrive as an organizational development consultant?

To thrive as an Organizational Development Consultant, you need expertise in change management, organizational behavior, and data analysis, often supported by a degree in human resources, psychology, or business and relevant certifications like SHRM or ODCP. Familiarity with assessment tools, HRIS platforms, and project management systems is typically required. Strong interpersonal skills, facilitation abilities, and strategic thinking set exceptional consultants apart. These competencies are crucial for designing effective interventions and driving sustainable organizational improvement.

What are some common challenges faced by organizational development consultants when implementing change initiatives?

Organizational development consultants often encounter resistance to change from employees and management, which can slow down or derail planned initiatives. Navigating company culture, aligning diverse stakeholder interests, and ensuring clear communication across all levels are frequent hurdles. Consultants must also balance short-term disruptions with the long-term benefits of transformation, requiring strong facilitation and conflict-resolution skills. Building trust and demonstrating early wins can help overcome these challenges and foster a collaborative environment for sustainable change.

What is the difference between Organizational Development Consulting vs Human Resources Consulting?

AspectOrganizational Development ConsultingHuman Resources Consulting
FocusOrganizational change, culture, leadership developmentHR policies, employee relations, compliance
CredentialsTypically requires degrees in organizational development, psychology, or related fieldsOften requires HR certifications like SHRM or PHR
Work EnvironmentConsults with leadership and management teams on strategic initiativesWorks with HR departments and employees on policies and procedures
Industry UsageCommon in corporate, non-profit, and government sectorsPrevalent across all industries with HR departments

While both roles involve improving organizational effectiveness, Organizational Development Consulting primarily focuses on strategic change management and leadership development, whereas Human Resources Consulting centers on HR policies, compliance, and employee relations. Understanding these differences helps organizations select the right expertise for their needs.

What is organizational development consulting?

Organizational development consulting is a professional service focused on helping organizations improve their effectiveness, efficiency, and overall health. Consultants in this field work with businesses to assess current organizational processes, structures, and cultures, and then recommend and implement strategies for positive change. This may include leadership development, change management, team building, and workflow optimization. The goal is to align the organization’s people, processes, and goals to achieve better performance and adaptability in a changing environment.
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Organizational Development Consulting jobs near you
Infographic showing various Organizational Development Consulting job openings in the United States as of August 2026, with employment types broken down into 1% As Needed, 82% Full Time, 14% Part Time, and 3% Contract. Highlights an 91% Physical, 3% Hybrid, and 6% Remote job distribution, with an average salary of $109,958 per year, or $52.9 per hour.

Organizational Development Director

University of California San Francisco

San Francisco, CA • On-site

Full-time

Posted 3 days ago

New

University Of California San Francisco rating

7.8

Company rating: 7.8 out of 10

Based on 13 frontline employees who took The Breakroom Quiz

229th of 618 rated colleges and universities

Job description

The Director of Organizational Development is a senior leader within Human Resources' organization, reporting to the Vice President of Organizational Effectiveness/Chief Learning Officer. The Director leads UCSF's Organizational Development consulting practice and manages a team of experienced Organizational Development Consultants serving executive and senior leaders across UCSF Health and UCSF Campus.
As a member of the Organizational Effectiveness leadership team, the Director collaborates with peer leaders responsible for Leadership Development, Talent Systems, and Agentic Leadership, along with HR Business Partners and other Human Resources Centers of Excellence, to deliver integrated talent solutions that advance UCSF's strategic priorities.
The Director serves as the enterprise organizational development consultant for the institution's most complex organizational opportunities and challenges. Through executive consulting, organizational diagnosis, organization design, team effectiveness, and change leadership, the role helps leaders improve organizational performance while translating recurring organizational challenges into scalable enterprise capabilities.

This role must be based in San Francisco and is fully on-site with your peers and team.

Knowledge Skills and Abilities (KSAs)

Knowledge, Skills and AbilitiesReq / PrefExpert knowledge of organizational development, organization design, team effectiveness, organizational systems, and change leadership.ReqExperience working in a complex, matrixed organization.Req

Experienced team leader

  • Demonstrated success consulting with executive leaders on complex organizational challenges.
  • Ability to diagnose systemic issues and design customized, scalable organizational solutions.
  • Exceptional executive presence, facilitation, consulting, and influencing skills.
  • Strong systems thinking and analytical capability.
  • Experience leading enterprise transformation initiatives in highly matrixed organizations.
  • Proven success leading and developing experienced organizational development professionals.
  • Excellent written, verbal, and presentation skills.
ReqExperience in an academic health system, higher education, or similarly complex organization.PrefExperience supporting enterprise growth, integration, or large-scale transformation.Pref

Education, Licenses and Certifications:

Education

Req / Pref

Bachelor's degree in Organizational Development, Industrial/Organizational Psychology, Human Resources, Business Administration, or a related discipline, and/or equivalent experience.ReqMaster's degree or higher in a related field.PrefTen (10) or more years of progressively responsible experience in organizational development, organization design, executive consulting, and enterprise transformation within large, complex organizations.ReqExperience leading organizational development consulting teams.Req

Certifications

Req / Pref

Organization Development Certified Professional (ODCP)PrefProsci or other Change Management CertificationPrefSHRM-SCP or SPHRPrefICF Executive Coaching CertificationPrefRelated certifications in organization design, facilitation, or systems thinking.Pref

% 

of time

Essential Function (Yes/No)

  

Key Responsibilities

(To be completed by Supervisor)

30%

Yes

Enterprise Organizational Consulting

  • Serve as the lead organizational development consultant for executive leaders across UCSF Health and UCSF Campus.
  • Diagnose complex organizational challenges using organizational assessment, stakeholder consultation, workforce data, and systems thinking.
  • Design customized interventions that strengthen organizational effectiveness, strategic execution, and team performance.
  • Facilitate executive leadership teams through organizational assessment, alignment, and decision-making.

25%

Yes

Organization Design & Enterprise Transformation

  • Lead organization design initiatives supporting growth, restructuring, integration, and enterprise transformation.
  • Advise leaders on organizational structure, governance, operating models, decision rights, and workforce capability.
  • Develop change strategies that enable successful implementation of strategic initiatives.
  • Support enterprise initiatives requiring alignment across multiple organizations and functions.

20%

Yes

Enterprise Organizational Development Strategy

  • Identify recurring organizational patterns and enterprise opportunities through consulting engagements.
  • Develop scalable organizational development frameworks, methodologies, and tools.
  • Establish consulting standards that strengthen organizational capability across UCSF.
  • Partner with Talent leaders to integrate organizational development with leadership development, talent systems, and innovation initiatives.

15%

Yes

Team Leadership & Peer Collaboration

  • Lead, coach, and develop a team of Organizational Development Consultants.
  • Establish consulting standards, quality expectations, and professional development.
  • Manage consulting priorities, resource allocation, and team performance.
  • Foster collaboration and continuous improvement across the practice.

10%

Yes

Measurement & Continuous Improvement

  • Define success measures for consulting engagements and enterprise initiatives.
  • Evaluate organizational interventions using workforce and operational data.
  • Communicate organizational insights to executive leadership.
  • Continuously refine consulting methodologies based on outcomes and leading practices.

100%

 (To update total %, enter the amount of time in whole numbers (without the % symbol - e.g., 15, 20) then highlight the total sum (e.g., 1%) at the bottom of the column and press F9. The total sum should add up to 100%.)

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