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Organizational Development Manager Jobs in Nebraska

Signal

Franchise Development Manager

Omaha, NE · On-site

$70K - $80K/yr

Title: Franchise Development Manager Location: Omaha, NE (On-Site) Department: Franchise ... Detail-oriented with strong organizational habits * Team player with the ability to collaborate ...

Milliman

Business Development Manager

Omaha, NE · On-site

BUSINESS DEVELOPMENT MANAGER Description: Milliman is seeking a BUSINESS DEVELOPMENT MANAGER to ... Ability to manage multiple projects with strong organizational skills and attention to detail.

Milliman

Business Development Manager

Omaha, NE

BUSINESS DEVELOPMENT MANAGER Description: Milliman is seeking a BUSINESS DEVELOPMENT MANAGER to ... Ability to manage multiple projects with strong organizational skills and attention to detail.

Oxen Technology

Business Development Manager

Omaha, NE · On-site

$60K - $65K/yr

We're seeking a Business Development Manager to help drive our next phase of growth. If you're ... organizations. This role is for competitive, self-driven sellers who thrive in fast-paced ...

Osaic

Business Development Manager

La Vista, NE · Hybrid

$55K - $60K/yr

... Development Manager Location(s): Atlanta: 2300 Windy Ridge Pkwy SE, Suite750, Atlanta, GA 30339 La ... This is an exciting opportunity to contribute to the growth of our organization and make a ...

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Organizational Development Manager information

See Nebraska salary details

$16.7K

$101.7K

$159.2K

How much do organizational development manager jobs pay per year?

As of Jul 28, 2026, the average yearly pay for organizational development manager in Nebraska is $101,709.00, according to ZipRecruiter salary data. Most workers in this role earn between $87,200.00 and $111,100.00 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.

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 Nebraska? The most popular types of Organizational Development jobs in Nebraska are:
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What job categories do people searching Organizational Development Manager jobs in Nebraska look for? The top searched job categories for Organizational Development Manager jobs in Nebraska are:
What cities in Nebraska are hiring for Organizational Development Manager jobs? Cities in Nebraska with the most Organizational Development Manager job openings:
Organizational Development Manager jobs near you
Infographic showing various Organizational Development Manager job openings in Nebraska as of July 2026, with employment types broken down into 1% As Needed, 78% Full Time, 18% Part Time, 1% Temporary, and 2% Contract. Highlights an 92% Physical, 2% Hybrid, and 6% Remote job distribution, with an average salary of $101,709 per year, or $48.9 per hour.
Organization Development Consultant

Organization Development Consultant

Children's Hospital & Medical Center

Omaha, NE • On-site

Full-time

Posted 8 days ago

Job description


At Children's, the region's only full-service pediatric healthcare center, our people make us the very best for kids. Come cultivate your passion, purpose and professional development in an environment of excellence and inclusion, where team members are supported and deeply valued. Opportunities for career growth abound as we grow our services and spaces, including the cutting-edge Hubbard Center for Children. Join our highly engaged, caring team-and join us in providing brighter, healthier tomorrows for the children we serve.
Children's is committed to diversity and inclusion. We are an equal opportunity employer including veterans and people with disabilities.
A Brief Overview
The Organization Development Advisor partners with leaders across Children's Nebraska to diagnose organizational challenges, design targeted engagements, and facilitate change that builds lasting capability in service of our mission to improve the life of every child. This role is a cornerstone of how we live our People First Promise: building an organization where every team member feels a deep sense of purpose, belonging, growth, and wellbeing, and where our ICARE values are not aspirational words but daily, observable practice. Working closely with the Director of Talent & Organization Development and in direct partnership with the People Strategy Advisor team, the OD Advisor brings a rigorous consulting orientation to how we develop leaders, strengthen teams, and build an organization that consistently lives its ICARE values and inspires leaders to deliver on the People First Promise. This role calls for someone who has demonstrated the hard work of developing themselves as a practitioner reflecting on experience, learning from it, and being changed by it. They understand organizations as interconnected systems, approach every engagement by understanding the situation before designing solutions, and leaves leaders and teams more capable of meeting future challenges.
Essential Functions
  • Organizational Diagnosis & Advisory Practice
    • Collaboratively opens every engagement with a structured alignment conversation that defines the presenting challenge, desired outcomes, and shared commitments before any work is designed.
    • Approaches each engagement through the lens of whole-systems thinking that utilizes diagnostic methods including, but not limited to, structured interviews, focus groups, and data analysis to develop a clear picture of what is driving a situation.
    • Uses foundational OD frameworks to distinguish between transformational drivers and transactional symptoms, and to identify the highest-leverage involvement points. Maintains an iterative, action-research orientation throughout engagements: diagnosis informs action, action informs further diagnosis, and the leader is a co-partner throughout.
    • Brings disciplined observation and situational awareness to every engagement, attending closely to group dynamics, relational patterns, and what goes unspoken. Models the Respect value by ensuring all voices are heard and treated with equity and compassion and treats those observations as meaningful diagnostic information that shapes how the work unfolds.
  • Engagement Design & Facilitation
    • Designs OD engagements such as team development, leadership effectiveness programs, process improvement, culture shaping initiatives, and change efforts that are tailored to the specific situation.
    • Draws from a broad OD methodology repertoire and selects approaches based on what the system actually needs, in alignment with our ICARE values and the People First Promise, with the goal of creating conditions where people feel they belong, their voice matters, and their contributions are seen.
    • Facilitates complex group processes with the presence and adaptability to hold space through difficulty, conflict, disagreement, and ambiguity.
    • Designs for sustainability: builds engagements that strengthen the organization's own capacity to address similar challenges in the future and develops practical leader resources that extend impact beyond the Talent & OD team's direct involvement.
  • Leadership Development & Coaching
    • Designs and leads leadership development experiences that build both skills and the capacity to navigate ambiguity, integrate multiple perspectives, and make sound decisions in complex situations. Evaluates impact beyond satisfaction, assessing behavioral change, capability growth, and organizational outcomes over time.
    • Works with People Strategy Advisors to provide select individual and team coaching using structured developmental frameworks, establishing clear goals and expectations at the outset, assessing rigorously, and using validated instruments as developmental tools that drive meaningful growth.
    • Collaborates with the Talent & Organization Development team to connect development experiences to talent review insights and succession planning, ensuring individual growth is intentional and tied to organizational needs.
  • Change Navigation & Organizational Capacity Building
    • Partners with leaders and project teams to apply change management discipline to significant organizational initiatives including stakeholder analysis, communication strategy design, and sponsor alignment in ways that protect team member wellbeing, reinforce belonging, and reflect the People First Promise throughout the change journey.
    • Applies systems thinking to help leaders accurately identify the nature of the challenge they face, distinguishing situations that require proven practices from those that require adaptive, emergent responses, and ensuring actions taken are appropriately matched.
    • Builds the organization's own change capability by equipping leaders and managers with practical tools, shared language, and confidence to lead innovative thinking and change within their teams.
  • Professional Growth & Field Contribution
    • Stays current with emerging research, practice trends, and thought leadership in OD, leadership development, and organizational systems, and actively brings that learning back to the team and to leaders across the organization. Models the Learning & Growth pillar of the People First Promise by treating their own growth as a professional discipline, not an afterthought.
    • Invests actively in their own growth as a practitioner by seeking peer consultation, reflective practice, and ongoing learning as professional habits rather than occasional events.
  • Team Contribution
    • Provides innovative and collaborative partnership to the larger Talent and OD team including guided debriefs of joint engagements, honest feedback on consulting approach, and continued expansion of client relationships in a way that reflects the team's commitment to developing one another.
    • Contributes to the team's collective practice: sharing resources, participating in reflective conversations with the Director, and modeling what rigorous, values-aligned consulting looks like in every engagement.

Education Qualifications
  • Bachelor's degree from an accredited college or university in Organization Development, Human Resources, Education, Instructional Design, or related field is required.
  • Master's degree in Organizational Development, Organizational Behavior, I-O Psychology, or directly related field is preferred. A practitioner-based graduate program integrating field application with theoretical grounding is strongly preferred. A Master's degree in a non-OD field may be considered if the candidate has substantial applied OD experience.

Experience Qualifications
  • 4-6 years of progressive OD practice with demonstrably increasing scope, consulting depth, and complexity of engagements. Quality and progression of experience matter as much as years. Required and
  • 2 years of direct advisory engagement with director-level and above leaders - guiding organizational diagnosis, designing targeted interventions, and advising on people and organizational challenges. Required
  • Demonstrated experience leading at least one enterprise-level OD initiative: culture transformation, large-scale organizational change, whole-system engagement, or equivalent. Required
  • Formal coaching experience with leaders at manager level and above, using a structured coaching framework and validated assessment tools. Preferred
  • Experience in a complex, matrixed organization. Comfort navigating ambiguity and learning a new organizational context is valued over sector-specific background. Healthcare experience is a plus. Preferred
  • Experience formally or informally mentoring or developing junior OD practitioners. Preferred

Skills and Abilities
OD Theory & Methodology
  • Deep working knowledge of foundational OD frameworks: applied as diagnostic lenses, selected based on what the situation requires, not applied by default
  • Understanding of the difference between transformational and transactional organizational levers, and the ability to help leaders see when they are applying a transactional fix to a transformational challenge
  • Grounding in adult development theory, with the ability to assess a leader's developmental readiness and design experiences that support genuine growth over time

Consulting Practice
  • Demonstrated ability to operate from a consulting stance: understanding the situation before designing solutions, distinguishing what a leader says they want from what the organization actually needs, and maintaining that discipline even under pressure.
  • Demonstrates learning agility: recognizes when a familiar tool or approach is not serving the situation and adapts, prioritizing what the system needs over what is comfortable or familiar.
  • Skilled at entering engagements with clarity: establishing shared expectations, defining the scope and desired outcomes, and building a foundation of mutual accountability before work begins
  • Strong organizational assessment capabilities: designing and conducting interviews, focus groups, and surveys that generate diagnostic insight rather than just data.
  • Ability to design and apply both qualitative and quantitative evaluation methods that measure behavioral change and organizational outcomes.
  • Experience with formal OD tools: large-group intervention methods, team development approaches, 360-degree feedback processes, and validated psychometric instruments used as developmental vehicles

Leadership & Influence
  • Professional presence and interpersonal courage: credible and composed in a room with senior leaders; willing to name what is not being said while preserving the relationship and maintaining the purpose of the interaction.
  • Organizational awareness: the ability to read system dynamics, understand context and competing priorities, and navigate complexity without losing neutrality or effectiveness
  • Skilled at building trusted relationships with leaders across the organization: through consistent delivery, intellectual rigor, genuine curiosity, and a visible commitment to Children's Nebraska's mission, ICARE values, and the People First Promise.

Facilitation & Communication
  • Advanced facilitation skills: holding complex group processes, navigating conflict productively, surfacing what is happening below the surface of a conversation, and adjusting in real time
  • Strong written and verbal communication: producing clear, honest diagnostic summaries and recommendations, including findings that may be difficult to hear
  • Skilled at translating OD and behavioral science concepts into accessible language that resonates with operational leaders
  • Proficiency in Microsoft Office products

Licenses and Certifications
  • Certified Executive Coach Preferred

Children's is the very best for kids and the very best for your career! At Children's, we put YOU first so together, we can improve the life of every child!

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