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$171.5K

How much do organizational development consulting jobs pay per year?

As of Jul 4, 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.

How much do organizational consultants make?

Organizational development consultants typically earn between $70,000 and $120,000 annually, depending on experience, location, and the complexity of projects. Senior consultants or those with specialized skills can earn higher salaries, often exceeding $150,000. Compensation may also include bonuses and benefits based on performance and client contracts.

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, 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 does an organizational development consultant do?

An organizational development consultant helps organizations improve effectiveness by analyzing current processes, designing strategies for change, and facilitating employee development. They often use tools like surveys and data analysis, and may provide training or coaching to support organizational growth and culture change.

How do I get into OD consulting?

To enter organizational development (OD) consulting, develop strong skills in change management, leadership development, and organizational analysis. Obtain relevant certifications such as Certified Professional in Learning and Performance (CPLP) or OD-specific credentials, and gain experience through roles in HR, management, or internal consulting to build expertise and credibility in the field.

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.

What is the role of consultant in organizational development?

An organizational development consultant helps organizations improve effectiveness by analyzing current processes, identifying areas for change, and designing strategies for growth. They facilitate change management, develop training programs, and use tools like surveys and assessments to support organizational goals. Strong communication, analytical skills, and knowledge of change theories are essential for this role.
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Organizational Development Consulting jobs near you
Infographic showing various Organizational Development Consulting job openings in the United States as of June 2026, with employment types broken down into 4% As Needed, 30% Full Time, 59% Part Time, and 7% Contract. Highlights an 93% Physical, 2% Hybrid, and 5% Remote job distribution, with an average salary of $109,958 per year, or $52.9 per hour.
Organizational Development Manager

Organizational Development Manager

SCOT FORGE

Spring Grove, IL • On-site

$125K - $160K/yr

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 24 days ago

Be an early applicant

Scot Forge rating

7.6

Company rating: 7.6 out of 10

Based on 10 frontline employees who took The Breakroom Quiz

Job description

Overview

The Organizational Development (OD) Manager is a key driver of talent, leadership, and performance at Scot Forge. This role builds and scales development and performance systems that strengthen the organization and fuel the growth of our 600 employee-owners. Working closely with leadership, the OD Manager helps cultivate a culture of continuous learning, feedback, and accountability.

About Scot Forge

Scot Forge is a 130-year-old, 100% employee-owned company that manufactures custom open die and rolled ring forgings. At Scot Forge, we help our customers with forged solutions from the world's physical infrastructure, energy, and transportation to manufacturing, mining, and our national defense. From the wheels of NASA’s Curiosity Mars Rover to mission critical components for nuclear submarines, to large hydraulic cylinders for the largest mining trucks on the planet, Scot Forge creates precision forged metal parts used in demanding applications all over the world.

Essential Job Duties and Responsibilities

  • Lead organizational development strategies that align with business goals and strengthen workforce capability, leadership effectiveness, and organizational performance.
  • Design and implement scalable learning, leadership development, and succession planning programs to support internal growth.
  • Partner with corporate and manufacturing leaders to assess needs, close capability gaps, and deliver targeted development and workforce solutions.
  • Oversee company-wide talent and performance management processes, including goal setting, evaluations, and development planning for a 600-employee organization.
  • Coach and support leaders in performance management best practices, fostering a culture of accountability, feedback, and continuous improvement.
  • Analyze performance and talent data to identify trends, inform decisions, and align outcomes with compensation, development, and succession planning.
  • Evaluate the effectiveness of development programs and continuously improve offerings based on measurable outcomes.
  • Ensure compliance with company policies and employment regulations while serving as a strategic advisor on organizational effectiveness and change management.
  • Manage training and development investments to maximize impact and support long-term business success.


Qualifications

  • Bachelor’s degree in Human Resources, Organizational Development, Leadership Development, or a related field.
  • 10+ years of experience in organizational development, training, or talent management.
  • 5+ years of experience leading organizational change initiatives at a management level.
  • Demonstrated experience designing and managing performance management systems within a complex organization.
  • Strong business acumen with experience supporting manufacturing or industrial environments preferred.
  • Proven ability to influence leaders, drive change, and build collaborative relationships across all levels of the organization.
  • Excellent communication, facilitation, and consulting skills.
  • Experience working in employee-owned or values-driven cultures is a plus.

Additional Information:

This role is fully onsite and primarily based in Spring Grove, IL, with occasional travel to our Franklin Park, IL and Clinton, WI locations. The position may include additional responsibilities as needed. Candidates must be authorized to work in the United States without sponsorship and able to successfully pass a 90-day head hair drug test.

The estimated pay range for this position is the lowest and highest range we in good faith believe we would pay for this role at the time of this posting. We ultimately may pay more or less than the posted range, and the range may be modified in the future. The actual base pay offered to a candidate will depend on various factors including but not limited to relevant skills, experience, qualifications, education, certifications, seniority, geographic location and prevailing minimum wage, performance, shift, travel requirements, and business or organizational needs.

We offer a comprehensive package of benefits for eligible employees including Medical, Vision, Dental, Hearing, Life (Basic & AD&D), Disability (STD & LTD), 401K Plan with match, Profit Sharing, Employee Stock Ownership Plan (ESOP), Tax Savings (FSA & HAS), Vacation Time, Paid Time Off, and Paid Holidays.


Note: No amount of pay is considered to be wages or compensation until such amount is earned, vested, and determinable. The amount and availability of any bonus, or any other form of compensation for any particular employee remains in the Company’s sole discretion unless and until paid and may be modified at the Company’s sole discretion, consistent with the law.

Scot Forge is an Equal Opportunity Employer. We value diversity and inclusion and welcome all qualified candidates to apply.

We maintain a drug-free workplace and perform pre-employment substance abuse testing.

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