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$17.5K

$106.7K

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How much do organizational development manager salary jobs pay per year?

As of Sep 2, 2026, the average yearly pay for organizational development manager salary in the United States is $106,675.00, according to ZipRecruiter salary data. Most workers in this role earn between $91,500.00 and $116,500.00 per year, depending on experience, location, and employer.

What is the average salary of an organizational development manager?

The average salary of an Organizational Development Manager in the United States typically ranges from $90,000 to $130,000 per year, depending on factors such as experience, location, company size, and industry. Those with advanced degrees or certifications may earn on the higher end of the scale. Additionally, benefits, bonuses, and profit-sharing opportunities can contribute to total compensation. Salaries may vary significantly in different regions or sectors.

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

To thrive as an Organizational Development Manager, you need a solid background in human resources, change management, and organizational psychology, often supported by a bachelor’s or master’s degree in a related field. Familiarity with HRIS platforms, data analysis tools, and certifications such as SHRM or ODCP are typically valuable. Strong communication, leadership, and analytical thinking are essential soft skills that drive successful change initiatives. These abilities enable effective transformation of organizational culture, processes, and employee performance to achieve strategic business goals.

What are some common challenges organizational development managers face when implementing change initiatives within organizations?

Organizational Development Managers often encounter resistance to change from employees and leadership, which can slow down or complicate the implementation of new processes. Navigating company culture, aligning diverse stakeholder interests, and ensuring clear communication across departments are also frequent challenges. Successful Organizational Development Managers use strong interpersonal skills, data-driven strategies, and ongoing feedback mechanisms to foster buy-in and facilitate smoother transitions.

What is the difference between Organizational Development Manager Salary vs Human Resources Manager Salary?

FactorOrganizational Development ManagerHuman Resources Manager
Average Salary$85,000 - $125,000$70,000 - $110,000
Required CredentialsBachelor's degree; often certifications in OD or HRBachelor's degree; HR certifications common
Work EnvironmentFocus on change management, training, and organizational cultureFocus on employee relations, recruitment, and compliance
Industry UsageUsed in consulting, corporate, and non-profit sectorsWidely used across all industries

While both roles involve improving organizational effectiveness, Organizational Development Managers typically focus on change management and culture development, earning slightly higher salaries than Human Resources Managers, who handle employee relations and compliance. Salary ranges vary based on experience, location, and industry.

What does an organizational development manager do?

An organizational development manager is responsible for improving a company's effectiveness through initiatives such as leadership development, change management, and employee engagement. They analyze organizational structures, facilitate training programs, and use tools like surveys and performance metrics to implement strategic improvements.
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Organizational Development Manager Salary jobs near you
Infographic showing various Organizational Development Manager Salary job openings in the United States as of August 2026, with employment types broken down into 1% As Needed, 82% Full Time, 15% Part Time, and 2% Contract. Highlights an 91% Physical, 3% Hybrid, and 6% Remote job distribution, with an average salary of $106,675 per year, or $51.3 per hour.

Director Organizational Development

Stoughton Trailers

Stoughton, WI • On-site

Full-time

Re-posted 3 days ago

Stoughton Trailers rating

5.3

Company rating: 5.3 out of 10

Based on 14 frontline employees who took The Breakroom Quiz

478th of 495 rated machine equipment manufacturers

Job description

The Director of Organizational Development is responsible for leading the enterprise talent and development strategy to strengthen organizational capability, leadership effectiveness, and employee performance. This role designs and executes scalable organizational development, leadership, and training initiatives that align with business strategy and drive measurable outcomes in engagement, retention, and productivity.
As a strategic partner to senior leadership, this role provides expertise in talent planning, leadership development, organizational effectiveness, and change management. The Director integrates development programs, communication strategies, and HR technology to build a high-performing, growth-oriented organization.
Key Responsibilities
Talent Strategy & Organizational Development
  • Own and lead the enterprise talent and organizational development strategy, including philosophy, multi-year roadmap, and supporting initiatives aligned to business goals
  • Partner with senior leaders to identify organizational capability gaps and design targeted solutions to enhance leadership effectiveness and workforce performance
  • Lead succession planning and talent review processes; build leadership pipelines and accelerate development of high-potential talent
  • Design and implement leadership development programs, including coaching, assessments, and structured learning experiences
  • Integrate behavioral competencies across the employee lifecycle, including hiring, onboarding, performance management, development, and retention
  • Develop and manage career development frameworks that support internal mobility and long-term talent growth

Training & Leadership Development
  • Lead the training and organizational development function; establish strategy and deliver programs that enable employees to perform at a high level
  • Conduct enterprise training and development needs assessments; design solutions that enhance employee performance and organizational effectiveness
  • Design, implement, and evaluate training programs across all levels of the organization, including leadership, frontline, and technical capabilities
  • Administer leadership assessments and design programs that reinforce continuous learning and development
  • Facilitate tailored development programs to address specific team, leadership, or organizational needs
  • Drive ongoing improvement of training methods, leveraging multimedia platforms and innovative learning approaches

Organizational Effectiveness & Change Management
  • Serve as a strategic advisor to leadership on organizational design, workforce planning, and change management initiatives
  • Lead and support enterprise change initiatives, including communication strategies, coaching, and adoption plans
  • Apply organizational assessment methodologies to diagnose issues and design targeted interventions to improve performance
  • Identify organizational risks (e.g., culture, morale, retention, productivity) and develop mitigation strategies
  • Lead or support cross-functional initiatives aimed at improving workforce performance and customer outcomes

Employee Experience & Communications
  • Develop and execute communication strategies that support talent initiatives and reinforce culture and engagement
  • Ensure consistent, high-impact messaging across the employee lifecycle using a broad mix of channels (digital, in-person, video, etc.)
  • Partner across HR and the business to drive awareness, understanding, and adoption of talent programs and expectations
  • Support onboarding and preboarding strategies to create consistent and engaging employee experience

Leadership Partnership & Advisory
  • Serve as a trusted advisor to senior leadership on performance, organizational, and leadership matters
  • Provide coaching and guidance on leading change, building high-performing teams, and improving organizational outcomes
  • Facilitate talent discussions, leadership alignment sessions, and cross-functional collaboration

Experience & Qualifications
  • Bachelor's degree required; advanced degree preferred (Organizational Development, Human Resources, Business, Psychology, or related field)
  • 10+ years of progressive experience in organizational development, talent management, training, leadership development, and/or HR strategy
  • Demonstrated success designing and executing enterprise-wide development strategies and programs
  • Strong expertise in leadership development, change management, organizational design, and performance improvement
  • Proven ability to influence and partner with senior leaders on strategic initiatives
  • Experience conducting organizational assessments and translating insights into actionable solutions
  • Exceptional communication and presentation skills with the ability to engage diverse audiences
  • Strong project management capabilities with ability to lead complex, cross-functional initiatives
  • Experience with learning platforms, HR systems, and multimedia training tools

Core Competencies
  • Strategic thinking and business acumen
  • Change management and organizational effectiveness
  • Leadership development and coaching
  • Data-driven decision making
  • Collaboration and influence
  • Continuous improvement mindset

Success Profile
  • Builds scalable leadership and development programs that strengthen organizational capability
  • Improves leadership effectiveness, employee performance, and succession readiness
  • Drives adoption of change initiatives with measurable business impact
  • Enhances employee experience through intentional development and communication strategies
  • Aligns talent development strategy directly to business growth and operational priorities

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
This employer is required to notify all applicants of their rights pursuant to federal employment laws.
For further information, please review the Know Your Rights notice from the Department of Labor.

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