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Organizational Development Manager Jobs in Moscow, ID

Chick-fil-A

Kitchen Manager

Moscow, ID

$22 - $30/hr

Their primary focus is ensuring food safety, food quality, team development, and efficient kitchen ... Excellent attention to detail and organizational skills. * Ability to thrive in a high-expectation ...

Aaron's Family of Companies

General Manager

Lewiston, ID

$55K - $60K/yr

Aaron's offers a supportive environment including ongoing training, professional development and an ... Effective organizational skills * Proven managerial skills * Safe driving skills and the ability to ...

aan

General Manager

Lewiston, ID · On-site

$55K - $60K/yr

Aaron's offers a supportive environment including ongoing training, professional development and an ... Effective organizational skills * Proven managerial skills * Safe driving skills and the ability to ...

aan

General Manager

Lewiston, ID

$55K - $60K/yr

Aaron's offers a supportive environment including ongoing training, professional development and an ... Effective organizational skills * Proven managerial skills * Safe driving skills and the ability to ...

Panda Restaurant Group

Store Manager

Moscow, ID · On-site

Panda is 100% committed to the professional and personal development of our family of associates ... Whether it's impacting our team or the communities we work in, we're proud to be an organization ...

Panda Restaurant Group

Store Manager

Lewiston, ID

Panda is 100% committed to the professional and personal development of our family of associates ... Whether it's impacting our team or the communities we work in, we're proud to be an organization ...

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Organizational Development Manager information

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$15.2K

$92.6K

$145K

How much do organizational development manager jobs pay per year?

As of Sep 1, 2026, the average yearly pay for organizational development manager in Moscow, ID is $92,603.00, according to ZipRecruiter salary data. Most workers in this role earn between $79,400.00 and $101,100.00 per year, depending on experience, location, and employer.

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.

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.
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Manager, Talent Acquisition - 1055

Moscow, ID • Remote

Lightcast
See more jobs at Lightcastexternal

Full-time

Re-posted 13 days ago

Job description

Lightcast is seeking a strategic, hands-on Manager of Talent Acquisition to lead and scale our global recruiting function. This leader will drive full-cycle talent acquisition efforts across multiple functions and geographies, ensuring we attract, engage, and hire exceptional talent aligned with Lightcast's mission and growth objectives. The ideal candidate combines strong recruiting expertise with operational excellence, data-driven decision-making, and a passion for delivering an outstanding experience for candidates and hiring managers.

As a trusted partner to business leaders, the Manager of Talent Acquisition will develop innovative sourcing strategies, optimize recruiting processes, and lead a high-performing recruiting team. This role requires a balance of strategic planning and hands-on execution in a fast-paced, evolving environment.

Major Responsibilities:
  • Lead and develop the Talent Acquisition team, fostering a high-performance, candidate-centric recruiting culture.
  • Design and execute talent acquisition strategies that support Lightcast's growth, workforce planning, and business objectives.
  • Partner closely with executive leadership, hiring managers, and People Operations to understand talent needs and develop proactive hiring plans.
  • Own and manage full-cycle recruiting for key and strategic roles across multiple functions and regions.
  • Build and execute innovative sourcing strategies to identify and engage top passive and active talent.
    Develop and maintain strong talent pipelines for critical and hard-to-fill positions.
  • Drive continuous improvement of recruiting processes, systems, tools, and reporting to increase efficiency and effectiveness.
  • Establish recruiting metrics and dashboards to monitor performance, identify trends, and inform hiring decisions.
  • Ensure a consistent, positive, and inclusive candidate experience throughout the hiring process.
  • Partner with the marketing and People teams to strengthen Lightcast's employer brand and talent-attraction efforts.
  • Manage relationships with external recruiting agencies, job boards, and talent partners as needed.
  • Ensure recruiting practices comply with applicable employment laws and hiring regulations across multiple countries.
  • Support diversity, equity, inclusion, and belonging initiatives through equitable recruiting practices and sourcing strategies.
  • Train and coach hiring managers on interviewing best practices, candidate assessment, and selection processes.
  • Stay current on talent acquisition trends, market intelligence, and competitive hiring practices.
Education and Experience:
  • Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field; equivalent experience considered.
  • 5+ years of progressive talent acquisition experience, including leadership responsibility.
  • Demonstrated experience managing and developing recruiting teams across multiple geographic regions.
  • Significant experience sourcing and recruiting passive candidates for technical, professional, and leadership-level roles.
  • Proven success building creative sourcing strategies utilizing LinkedIn Recruiter, talent communities, networking, referrals, and other direct sourcing channels.
  • Experience supporting hiring across multiple functions including technology, product, sales, marketing, customer success, and corporate roles.
  • Strong knowledge of talent acquisition best practices, recruiting operations, and candidate assessment methodologies.
  • Experience leveraging ATS platforms, recruiting technologies, CRM systems, and recruiting analytics.
  • Demonstrated ability to influence and build trusted partnerships with senior leaders and hiring managers.
  • Experience developing recruiting metrics and using data to drive hiring decisions and process improvements.
  • Strong project management, organizational, and prioritization skills.
  • Excellent communication, coaching, and stakeholder management capabilities.
  • Experience recruiting in remote and distributed workforce environments is preferred.
  • Familiarity with international employment markets and global hiring practices preferred.
Lightcast is a global leader in labor market insights, with headquarters in Moscow, ID (US) and offices in the United Kingdom, Europe, and India.  We work with partners across six continents to help drive economic prosperity and mobility by providing the insights needed to build and develop our people, our institutions and companies, and our communities.
 
Lightcast is proud to be an equal opportunity workplace and does not discriminate on the basis of federally protected statuses. Lightcast has always been, and always will be, committed to diversity of thought and unique perspectives. We seek dynamic professionals from all backgrounds to join our teams, and we encourage our employees to bring their authentic, original, and best selves to work.

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.