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Organizational Development Manager Jobs in Georgia

CMES, Inc.

Training and Development Manager

Norcross, GA · On-site

$105K - $110K/yr

Reporting directly to the HR Manager, the Training & Development Manager plays a strategic role in developing employees at all levels of the organization while ensuring training programs align with ...

Portman

Development Manager

Atlanta, GA · On-site

The Development Manager is to work in the pursuit of new development business, market research ... organizational skills with the ability to plan, prioritize, and manage multiple tasks • Excellent ...

IPA

Corporate Learning & Development Manager

Duluth, GA · On-site

$100K - $110K/yr

Drive change management adoption through targeted learning interventions that build organizational agility and resilience. Learning & Development Leadership * Design and lead IPA's L&D strategy ...

Fisher & Phillips LLP

Development Manager

Atlanta, GA · On-site

Development Manager (Atlanta, Full-time, Hybrid) Fisher Phillips, a premier international labor and ... Prior experience in a law firm, accounting firm, or other professional services organization is ...

Fisher & Phillips LLP

Development Manager

Atlanta, GA · On-site +1

Development Manager (Atlanta, Full-time, Hybrid) Fisher Phillips, a premier international labor and ... Prior experience in a law firm, accounting firm, or other professional services organization is ...

Breakthrough T1D

Development Manager

Atlanta, GA · Hybrid

As the leading global type 1 diabetes (T1D) research and advocacy organization, Breakthrough T1D ... The Development Manager (DM) at Breakthrough T1D is integral in the day-to-day execution of ...

WH Bass, Inc.

Be Seen First

Development Manager

Duluth, GA · On-site

The Development Manager will oversee preconstruction aspects of special projects from permitting ... organizations, and the public. * Reporting: Provide regular, frequent status reports to senior ...

Hillwood

Development Manager

Atlanta, GA · On-site

The Development Manager will play an integral role throughout the development lifecycle by ... Excellent organizational, analytical, communication, and relationship management skills.

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Organizational Development Manager information

See Georgia salary details

$14.8K

$90.1K

$141K

How much do organizational development manager jobs pay per year?

As of Jul 27, 2026, the average yearly pay for organizational development manager in Georgia is $90,075.00, according to ZipRecruiter salary data. Most workers in this role earn between $77,300.00 and $98,400.00 per year, depending on experience, location, and employer.

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 expertise in change management, organizational behavior, and strategic planning, often supported by a degree in human resources, business, or psychology. Familiarity with HRIS platforms, employee engagement tools, and certifications such as SHRM-CP or ODCP are commonly required. Strong interpersonal communication, analytical thinking, and facilitation skills help you effectively drive initiatives and foster a positive work culture. These skills are crucial for aligning organizational goals with employee development, ensuring successful transformation and long-term business growth.

What are some typical challenges Organizational Development Managers face when implementing change initiatives within an organization?

Organizational Development Managers often encounter resistance to change from employees and leadership, as people may be hesitant to alter established routines or processes. Navigating diverse perspectives across departments and ensuring effective communication are also common challenges. Successfully fostering buy-in and aligning initiatives with business goals requires strong interpersonal skills and adaptability. Regularly assessing feedback and adjusting strategies are key to overcoming obstacles and ensuring sustainable organizational growth.

Is OD certification worth the investment?

For an Organizational Development Manager, obtaining OD certification can enhance credibility, demonstrate expertise in change management and organizational strategies, and potentially improve job prospects. While not always required, certification can provide a competitive edge and validate skills in areas like leadership development and process improvement.

What is the role of an organizational development manager?

An organizational development manager is responsible for improving an organization's effectiveness through strategic planning, change management, and leadership development. They analyze company processes, facilitate training programs, and implement initiatives to enhance employee performance and organizational culture. Strong communication, analytical skills, and knowledge of HR practices are essential for this role.

What does an Organizational Development Manager do?

An Organizational Development Manager is responsible for improving an organization's effectiveness through planned change initiatives, training programs, and development strategies. They analyze company processes, identify areas for improvement, and implement solutions to enhance performance and employee engagement. Their work often involves facilitating change management, leadership development, and organizational culture initiatives. By aligning people and processes with business goals, they help companies adapt to evolving market demands and achieve long-term success.

Is BD manager a stressful job?

A Business Development (BD) manager role can be stressful due to targets, client negotiations, and market pressures. The job often requires strong communication, strategic thinking, and time management skills, which can contribute to workload and stress levels.

What Does an Organizational Development Manager Do?

An organizational development manager designs, implements, and oversees organization development policies to improve company performance. As an organizational development manager, your job duties include examining current policies and practices, identifying issues or weaknesses, and developing solutions to align with business goals. You may also create training programs and instruct managers to implement the new policies and procedures. Typical qualifications for the career include at least a bachelor’s degree in business administration, human resources, or a related field. Many candidates earn a master’s degree to boost their job prospects. You also need prior work experience in human resources, as well as excellent communication and analytical problem-solving skills.

Is OD HR or something else?

Organizational Development (OD) is a specialized field focused on improving organizational effectiveness through change management, leadership development, and culture enhancement. While it often collaborates with HR, OD is distinct and emphasizes strategic initiatives, process improvements, and organizational design rather than traditional HR functions like recruitment or payroll.
More about Organizational Development Manager jobs
What are the most commonly searched types of Organizational Development jobs in Georgia? The most popular types of Organizational Development jobs in Georgia are:
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What job categories do people searching Organizational Development Manager jobs in Georgia look for? The top searched job categories for Organizational Development Manager jobs in Georgia are:
What cities in Georgia are hiring for Organizational Development Manager jobs? Cities in Georgia with the most Organizational Development Manager job openings:
Organizational Development Manager jobs near you
Infographic showing various Organizational Development Manager job openings in Georgia as of July 2026, with employment types broken down into 1% As Needed, 81% Full Time, 15% Part Time, 1% Temporary, and 2% Contract. Highlights an 92% Physical, 2% Hybrid, and 6% Remote job distribution, with an average salary of $90,075 per year, or $43.3 per hour.

Organizational Development Manager

Toyo Tire Corporation

White, GA • On-site

Full-time

Posted 10 days 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.

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  • 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.

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