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Organizational Development Manager Jobs in Minnesota

TERRACON

Client Development Manager

Plymouth, MN · On-site

$122K - $156K/yr

Comfortable collaborating with and influencing leaders at all levels of an organization. * Highly ... Demonstrated success in business development, client development, account management, marketing, or ...

TERRACON

Client Development Manager

Plymouth, MN

$122K - $145K/yr

Active involvement in professional organizations and industry associations. * Experience using CRM ... Lead and coordinate client development efforts across the Minnesota and North Dakota region.

Osaic

Business Development Manager

Oakdale, MN · Hybrid

$55K - $60K/yr

Business Development Opportunity in Financial Services Business Development Manager Location(s ... This is an exciting opportunity to contribute to the growth of our organization and make a ...

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Organizational Development Manager information

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$17.1K

$104.5K

$163.6K

How much do organizational development manager jobs pay per year?

As of Aug 11, 2026, the average yearly pay for organizational development manager in Minnesota is $104,479.00, according to ZipRecruiter salary data. Most workers in this role earn between $89,600.00 and $114,100.00 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.

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.

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.

More about Organizational Development Manager jobs
What are the most commonly searched types of Organizational Development jobs in Minnesota? The most popular types of Organizational Development jobs in Minnesota are:
What are popular job titles related to Organizational Development Manager jobs in Minnesota? For Organizational Development Manager jobs in Minnesota, the most frequently searched job titles are:
What job categories do people searching Organizational Development Manager jobs in Minnesota look for? The top searched job categories for Organizational Development Manager jobs in Minnesota are:
What cities in Minnesota are hiring for Organizational Development Manager jobs? Cities in Minnesota with the most Organizational Development Manager job openings:
Organizational Development Manager jobs near you
Infographic showing various Organizational Development Manager job openings in Minnesota as of August 2026, with employment types broken down into 1% As Needed, 86% Full Time, 11% Part Time, and 2% Contract. Highlights an 91% Physical, 3% Hybrid, and 6% Remote job distribution, with an average salary of $104,479 per year, or $50.2 per hour.

Principal, Organizational Effectiveness Partner

Graco, Inc.

Minneapolis, MN • On-site

Full-time

Medical, Dental, Retirement

Posted 22 days ago

Graco rating

8.5

Company rating: 8.5 out of 10

Based on 24 frontline employees who took The Breakroom Quiz

80th of 487 rated machine equipment manufacturers

Job description

Graco manufactures and markets premium equipment to move, measure, control, dispense and spray a wide variety of fluid and powder materials. What does that mean? Well, we pump peanut butter into your jar, and the oil in your car. We glue the soles of your shoes, the glass in your windows and the screen on your phone. We spray the finish on your vehicle, coatings on your pills, the paint on your house and texture on your walls. Graco is part of your daily life.
This role is currently based at our Minneapolis office and will transition to our new headquarters in Dayton, MN, in 2027.
The Principal, Organizational Effectiveness Partner consults with leaders and HR teams to strengthen organizational performance, employee engagement, talent practices, and workforce capabilities. This position leads key processes across performance management, talent planning, employee listening, organizational design, culture initiatives, and change management while providing consulting and solutions that align people strategies with business objectives. This position does not have direct reports but operates with significant influence, ownership, and autonomy. The ideal candidate combines strong consulting and analytical skills with the ability to facilitate discussions, influence stakeholders, and drive sustainable organizational change.
Why This Role Matters
This role plays a critical part in ensuring the organization has the right talent, in the right roles, at the right time-supporting strong productivity, leadership continuity, and long-term growth in a competitive labor market. This critical role serves as the subject-matter expert in talent management and organizational effectiveness, providing practical guidance and tools to improve enterprise organizational performance.
What You Will Do at Graco
Drive a Culture of High Performance & Engagement
  • Own the design and continuous improvement of enterprise performance management processes, including goal setting, feedback, calibration, and development planning, ensuring applicability for both hourly and salaried populations.
  • Facilitate enterprise talent planning processes, including talent reviews, succession planning, high potential identification, 360 feedback processes, coaching and assessment solutions to strengthen leadership bench strength.
  • Partner with HR Analytics to design and execute enterprise employee listening and engagement strategy, translating workforce insights into actions that strengthen culture, retention, and organizational effectiveness.

Build Future Leaders & Teams
  • Design, lead, and evolve leadership development solutions, including cohort-based programs, workshops, assessments, and blended learning experiences aligned to business strategy and operational priorities.
  • Integrate leadership development with performance management, succession planning, and talent review outcomes to drive measurable impact and strengthen leadership capability.
  • Manage relationships with external vendors, facilitators, and assessment partners to ensure high-quality, scalable talent and organizational effectiveness solutions.

Strengthen Organizational Effectiveness
  • Design and implement organizational effectiveness solutions that strengthen team performance, collaboration, role clarity, decision-making, and ways of working to improve business outcomes.
  • Partner with HR Business Partners to support organizational design, workforce planning, role clarity, and process improvement initiatives.
  • Advise leaders and HR Business Partners on organizational effectiveness practices, including change management tools and approaches.
  • Analyze workforce data and organizational metrics to identify trends, recommend improvements, and measure the impact of organizational development programs.

What You Will Bring to Graco
  • Bachelor's degree in Human Resources, Organizational Development, Business, or a related field.
  • 7+ years of progressive experience in talent management, organizational development, or related HR roles.
  • Strong understanding of performance management, succession planning, leadership development, and workforce effectiveness.
  • Demonstrated experience designing and leading talent management and leadership development programs.
  • Experience supporting organizational change, team effectiveness, or organization design initiatives.
  • Demonstrated ability to influence stakeholders without formal authority
  • Proven ability to operate as a senior individual contributor with enterprise-level impact.
  • Exceptional consulting, facilitation skills.
  • Strong analytical skills with the ability to translate data into insights and recommendations.

Accelerators
  • Exposure to multi-site or diverse employee populations with hourly and salaried populations.
  • Experience supporting large-scale transformation or change initiatives.
  • Experience with workforce analytics, organizational diagnostics, or employee listening tools.
  • Certification in change management, facilitation, or organizational development methodologies.

#LI-Hybrid
Applicants must be legally authorized to work in the United States. This role is not eligible for immigration sponsorship now or in the future (e.g., H-1B, TN, F-1 OPT).
At Graco, you truly make a difference. Your unique talents contribute to our organizational growth and future. Not only do you make a difference, but Graco's culture empowers employees to create their own career path. Whether you choose to advance within your current department or explore new opportunities in different divisions, you have the ability to build your future. Our managers are here to provide support and guidance as you continue to grow within your career.
Graco has excellent opportunities available to individuals who want to be part of a fast-moving, growing company that is committed to quality, innovation and solving fluid handling problems for our customers. Graco is proud to be named a Best Place to Work by Fortune Magazine in 2016, 2018, 2019, 2021 & 2022. Graco offers attractive compensation, benefits and career development opportunities. Graco's comprehensive benefits include medical, dental, stock purchase plan, 401(k), tuition reimbursement and more.
Our company uses E-Verify to confirm the employment and eligibility of all newly hired employees. To learn more about E-Verify, including your rights and responsibilities, please visit www.dhs.gov/E-Verify.
The base pay range for this position is listed below, exclusive of fringe benefits or other compensation. If you are hired, your final base hourly rate will be determined based on factors such as geographic location, skills, competencies, education, and/or experience. In addition to those factors, we will also consider internal equity of our current employees. Please keep in mind that the range provided is the full base salary range for the role. Hiring at or near the maximum of the range would not be typical to allow for future and continued salary growth.
$87,000.00 - $152,200.00

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