ZipRecruiter

Log In

1

Organizational Development Internship Jobs (NOW HIRING)

Taylor Farms

Development Internship

Kirkland, WA

$17 - $22.75/hr

Development Internship Location: Kirkland, WA Duration: 12-15 weeks Hours: 10-15 hours Internship ... About Atlas Free Atlas Free is a nonprofit organization building a global movement to put sex ...

Taylor Farms

Development Internship

Kirkland, WA · On-site

$17 - $22.75/hr

Development Internship Location: Kirkland, WA Duration: 12-15 weeks Hours: 10-15 hours Internship ... About Atlas Free Atlas Free is a nonprofit organization building a global movement to put sex ...

thyssenkrupp

Talent Development Internship

Northwood, OH · On-site

$14.25 - $19/hr

Are you curious about how organizations grow great leaders, build careers, and invest in people ... the internship, success means you: * Reliably support Talent Development programs from planning ...

SpotHopper

Business Development Internship

Milwaukee, WI · On-site

$20 - $30/hr

Who we're looking for: We're currently hiring part time Business Development Interns to add to our ... organizational and communication skills who are excited to help small business owners thrive. A ...

next page

Showing results 1-20

All JobsOrganizational Development JobsOrganizational Development Internship Jobs

Organizational Development Internship information

See salary details

$8

$17

$24

How much do organizational development internship jobs pay per hour?

As of Jul 17, 2026, the average hourly pay for organizational development internship in the United States is $17.04, according to ZipRecruiter salary data. Most workers in this role earn between $14.42 and $19.23 per hour, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive as an Organizational Development Intern, and why are they important?

To thrive as an Organizational Development Intern, you typically need a background in human resources, organizational psychology, or a related field, along with strong analytical and research abilities. Familiarity with HRIS platforms, survey tools like Qualtrics, and Microsoft Office Suite is often required. Excellent communication, teamwork, and problem-solving skills help interns build relationships, support change initiatives, and contribute creative solutions. These competencies are vital for effectively supporting organizational growth and change management efforts.

What types of projects and responsibilities can I expect during an Organizational Development Internship?

As an Organizational Development Intern, you’ll typically engage in projects related to employee engagement surveys, data analysis, training program development, and process improvement initiatives. You may assist with researching best practices, preparing presentations for leadership, and supporting team workshops or focus groups. Interns often collaborate with HR professionals, learning and development teams, and business leaders, gaining exposure to real-world challenges in change management and organizational strategy. This hands-on experience provides valuable insight into how organizations drive growth and adaptability through people-focused initiatives.

What is an Organizational Development Internship?

An Organizational Development Internship provides students or recent graduates with hands-on experience in improving workplace culture, processes, and effectiveness within an organization. Interns typically assist with projects related to change management, employee engagement, training, and development initiatives. The role often involves data analysis, supporting workshops, and collaborating with HR and leadership teams to implement organizational improvements. This internship is ideal for those interested in human resources, management, or consulting careers.

What is the difference between Organizational Development Internship vs Human Resources Intern?

AspectOrganizational Development InternshipHuman Resources Intern
Required CredentialsTypically pursuing or recent graduate in HR, Business, or related fieldsSimilar educational background, often HR or Business students
Work EnvironmentFocus on change management, training, and organizational strategiesFocus on recruitment, onboarding, and employee relations
Employer & Industry UsageUsed in consulting firms, large corporations, and nonprofits for internal developmentCommon in HR departments across various industries

While both internships involve HR-related skills, the Organizational Development Internship emphasizes improving organizational effectiveness through change management and strategic initiatives, whereas the Human Resources Intern focuses more on recruitment, employee engagement, and administrative HR tasks.

More about Organizational Development Internship jobs
What cities are hiring for Organizational Development Internship jobs? Cities with the most Organizational Development Internship job openings:
What are the most commonly searched types of Organizational Development jobs? The most popular types of Organizational Development jobs are:
What states have the most Organizational Development Internship jobs? States with the most job openings for Organizational Development Internship jobs include:
What job categories do people searching Organizational Development Internship jobs look for? The top searched job categories for Organizational Development Internship jobs are:
Organizational Development Internship jobs near you
Infographic showing various Organizational Development Internship job openings in the United States as of July 2026, with employment types broken down into 1% As Needed, 83% Full Time, 14% Part Time, and 2% Contract. Highlights an 92% Physical, 2% Hybrid, and 6% Remote job distribution, with an average salary of $35,436 per year, or $17 per hour.

Organizational Development Manager

Toyo Tire Corporation

White, GA • On-site

Full-time

Posted 7 hours ago

Job description

The core function of the Organizational Development Manager is to manage all aspects of organizational and workforce development utilizing HR Data Analytic Tools to measure effectiveness via:
Overseeing the development of training programs, facilitation of change management initiatives, and review of current development programs to ensure linkage to company goals. Develops programs to build human capital and a strong employee development culture by identifying, nurturing, and enhancing the skills, knowledge, and potential of employees within the organization. They will design and implement talent development programs, training initiatives, and career development pathways to help employees acquire new competencies, excel in their current roles, and prepare for future leadership positions. The Workforce Development Manager will play a pivotal role within the Human Resources (HR) team and foster a strong relationship the Plant Operations team by partnering with key stake holders to align employee growth with organizational goals, fostering a culture of continuous learning, and ensuring that the workforce remains skilled and adaptable in a rapidly evolving business environment.
ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. Other duties may be assigned.
Key Responsibilities:
Strategic Planning and Implementation:
  1. Identify and analyze workforce trends and skills gaps.
  2. Evaluate employee assessments to identify gaps in skills or knowledge and guide targeted training and development.

Program Design and Management:
  1. Design, implement, and manage comprehensive workforce development programs, including training, apprenticeships, and internships.
  2. Ensure programs meet industry standards and best practices.
  3. Identify individual learning initiatives to effectively facilitate an employee's career development to align with the career pathway goals of the company.

Partnership Development:
  1. Maintain a collaborative relationship with HR Team and Production Team to create and enhance workforce development initiatives.
  2. Collaborate with the Early Career Development Manager in navigating career paths and achieving workforce development goals.
  3. Develops and implements workforce and economic development engagement strategies for partnerships with businesses that align with Toyo's workforce.

Performance Management and Reporting:
  1. Develop metrics to assess the effectiveness of all workforce development programs.
  2. Establish ways to measure the overall training effectiveness of all training programs by monitoring and reporting on training data, metrics, and statistics.
  3. Prepare regular reports on program performance and impact.

Driving Employee Engagement:
  1. Level mentoring and coaching opportunities within each department.
  2. Promote and encourage core values (i.e. diversity, inclusion, and equity)
  3. Identify employees with high leadership potential mapping out career paths and growth opportunities.

LEADERSHIP RESPONSIBILITIES: Ability to lead, motivate, and manage a team of professionals effectively.
QUALIFICATIONS To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
  • Bachelor's degree in Human Resources, Business Administration, Education, Public Administration, Social Work, or a related field is required. Master's degree or relevant certifications are a plus. Certifications (Preferred but not mandatory):
    • Certified Workforce Development Professional (CWDP): Demonstrates a recognized standard of competence in the field.
    • Project Management Professional (PMP): Indicates strong project management skills. Society for Human Resource Management (SHRM-CP or SHRM-SCP): Reflects a solid grounding in HR principles and practices.
  • Minimum of 5 years of experience in workforce development, training and development, human resources, or a related field.
  • Proven track record in designing, implementing, and managing effective workforce development programs.
  • Experience working with diverse populations and understanding of the unique needs of different demographic groups within the workforce.

Technical Skills:
  • Project Management: Proficiency in planning, executing, and managing projects to ensure they are completed on time and within budget.
  • Data Analysis: Strong analytical skills to assess program effectiveness, interpret labor market data, and make data-driven decisions.
  • Technology Proficiency: Familiarity with Learning Management Systems (LMS), workforce development software, and other relevant technologies.
  • Knowledge of & ability to utilize Artificial Intelligence (AI) to ensure competitive edge in labor market is a plus

Interpersonal Skills:
  • Communication: Excellent verbal and written communication skills to interact with diverse stakeholders, including employees, management, partners, and community members.
  • Collaboration: Strong ability to build and maintain relationships with key stakeholders, including educational institutions, employers, government agencies, and community organizations.

P
  • Strategic Planning: Ability to develop long-term strategies that align workforce development initiatives with organizational goals and labor market trends.
  • Grant Writing and Management: Proficiency in identifying funding opportunities, writing grant proposals, and managing grant funds.
  • Program Design and Evaluation: Expertise in designing, implementing, and evaluating workforce development programs to ensure they meet industry standards and best practices.
  • Budget Management: Ability to develop and manage budgets for workforce development programs, ensuring cost-effective use of resources.
  • Strong understanding of talent management principles, learning and development methodologies, and career development best practices.
  • Demonstrated ability to design and deliver impactful learning experiences and development programs.
  • Strategic thinking, analytical mindset, and ability to translate organizational goals into actionable initiatives.
  • Proactive, results-oriented approach with a commitment to continuous improvement and innovation.
  • Experience working with early career talent, interns, or entry-level employees is highly desirable.
  • Familiarity with talent management software, learning management systems (LMS), and other HR technologies is a plus.

Apply