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Organizational Development Manager Jobs in Suffolk, VA

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Development Manager-FG

Suffolk, VA · On-site

The Development Manager will also assist the team in performing due diligence on prospective projects. Essential Duties and Responsibilities include the following. Other duties may be assigned ...

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$16.6K

$101.5K

$158.9K

How much do organizational development manager jobs pay per year?

As of Aug 31, 2026, the average yearly pay for organizational development manager in Suffolk, VA is $101,481.00, according to ZipRecruiter salary data. Most workers in this role earn between $87,000.00 and $110,800.00 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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Organizational Development Manager jobs near you

Manager, Organizational Development and Change Management

Virginia Beach, VA • On-site

ECPI University
Colleges, Universities, and Professional Schools • 1 - 5K employees

6.1

Company rating: 6.1 out of 10

Based on 15 frontline employees who took The Breakroom Quiz

559th of 627 rated colleges and universities

People enjoy working here

Recommended by parents

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Learn more about ECPI Universityexternal

$75K - $90K/yr

Full-time

Medical, Dental, Retirement, PTO

Re-posted 10 days ago

Job description

This is not a remote position. This position is based at our Virginia Beach, VA location.
Good Faith Pay Range: In accordance with Virginia law, the good-faith hourly pay range for this position is $75,000 - $90,000. Actual compensation will be determined based on the candidate's qualifications, education, experience, skills, and other legitimate business factors.
Transform your Career at ECPI University
Since 1966, ECPI University's employees have been dedicated to helping students achieve their academic and career goals through our unique education model. Our culture is to prioritize our students' success through the support of our dynamic team and industry focused curriculum.
ECPI University provides a stable work environment, with professional growth opportunities, and competitive benefits. If you are interested in joining us in making a difference in students' lives, we would love to hear from you to discuss the opportunity.
Benefits of Employment
ECPI University provides comprehensive benefits to full-time employees, some of which are highlighted below:
  • Tuition scholarship program available to full-time employees and their immediate family members after 90 days of employment
  • Competitive compensation and medical/dental benefit plans
  • PTO and holiday pay
  • 401(k) participation with possible employer contributions
  • Part-time and Adjunct employees have a different list of benefits that can be provided when requested

Position Summary
The Manager, Organizational Development & Change Management is responsible for leading organizational development, learning, employee engagement, and enterprise change management initiatives that strengthen organizational effectiveness and support the university's strategic priorities. This role develops and implements programs that foster employee growth, leadership capability, engagement, and successful adoption of organizational change.
Serving as the university's primary resource for organizational change management, this position partners closely with HR Operations, Information Technology, academic and administrative leadership, and business stakeholders to develop change strategies that improve employee readiness, accelerate adoption of new processes and technologies, minimize organizational disruption, and sustain long-term behavioral change.
The Manager oversees learning and development, orientation and onboarding, performance management support, organizational effectiveness initiatives, and change management methodologies that create a high-performing, adaptable, and engaged workforce.
Key Responsibilities
Organizational Development
  • Develop and implement organizational development strategies that enhance leadership effectiveness, employee capability, organizational culture, and workforce performance.
  • Facilitate organizational assessments, team effectiveness initiatives, leadership workshops, and culture-building programs.
  • Partner with leaders to identify organizational capability gaps and recommend development solutions.
  • Support organizational design efforts and workforce planning initiatives aligned with institutional priorities.

Learning & Development
  • Assess university and departmental learning needs and implement comprehensive learning and development programs.
  • Design and manage leadership development, career development, and professional skills training initiatives.
  • Coordinate training delivery through instructor-led, virtual, e-learning, and blended learning formats.
  • Evaluate learning effectiveness through participation metrics, feedback, knowledge assessments, and business outcomes.
  • Maintain and optimize the Learning Management System (LMS) to support continuous learning and compliance.

Orientation & Onboarding
  • Oversee new employee orientation and onboarding programs to ensure an engaging and effective transition into the university.
  • Collaborate with HR Operations and hiring managers to continuously improve onboarding experiences.
  • Integrate institutional mission, values, culture, and employee expectations throughout the onboarding journey.
  • Ensure onboarding supports employee engagement, productivity, and long-term retention.

Organizational Change Management
  • Lead the planning and execution of organizational change management strategies for enterprise initiatives, including technology implementations, business process improvements, organizational restructures, and strategic transformation projects.
  • Develop comprehensive change management plans including stakeholder analysis, change impact assessments, communication strategies, training plans, readiness assessments, and adoption measurement.
  • Partner with executive leadership, project managers, HR, and business leaders to integrate change management into strategic initiatives.
  • Identify organizational change risks and resistance points and develop proactive mitigation strategies.
  • Coach leaders and managers on effectively leading teams through change, building resilience, and managing employee concerns.
  • Develop and manage a network of change champions across the university to support local adoption and reinforce organizational messaging.
  • Measure change readiness, adoption, utilization, and overall effectiveness through surveys, focus groups, and organizational metrics.
  • Recommend interventions to improve adoption, engagement, and long-term sustainability of organizational initiatives.
  • Establish and maintain organizational change management standards, methodologies, templates, and best practices.

Employee Engagement
  • Design and lead engagement initiatives that strengthen employee morale, satisfaction, and retention.
  • Develop communication, recognition, wellness, and inclusion strategies that foster a positive workplace culture.
  • Manage employee engagement surveys, analyze findings, and partner with leadership to implement action plans.
  • Plan and coordinate employee recognition programs, events, and internal engagement campaigns.
  • Promote a culture of continuous feedback, collaboration, and employee involvement.

Performance Management & Talent Development
  • Partner with HR and department leaders to support the university's performance management process.
  • Train managers on effective coaching, goal setting, performance conversations, and employee development.
  • Analyze performance trends and collaborate with HR Operations to develop targeted development initiatives.
  • Support succession planning, leadership pipeline development, and career pathing programs.

HR Partnership & Strategic Consulting
  • Serve as a strategic advisor to university leadership on organizational development and change management initiatives.
  • Partner with HR Operations, Information Technology, and functional leaders to align organizational development strategies with institutional priorities.
  • Consult with departments on organizational effectiveness, employee engagement, leadership development, and change readiness.
  • Ensure compliance with required training programs and professional development standards.

Analytics & Continuous Improvement
  • Track and report organizational development, learning, engagement, and change management metrics.
  • Measure the effectiveness and ROI of development, engagement, and change initiatives using quantitative and qualitative data.
  • Monitor employee adoption, change readiness, stakeholder engagement, and organizational health indicators.
  • Utilize workforce analytics to identify trends and recommend continuous improvement strategies.
  • Stay informed on emerging trends, research, and best practices in organizational development, leadership development, and change management.

Qualifications
  • Bachelor's degree in Human Resources, Organizational Development, Business Administration, Psychology, Education, or related field (Master's degree preferred).
  • 5-7 years of progressive experience in Organizational Development, Learning & Development, Human Resources, or Change Management.
  • Demonstrated experience leading enterprise-wide organizational change initiatives.
  • Experience developing change management plans, communication strategies, stakeholder engagement plans, and leadership coaching.
  • Knowledge of structured change management methodologies such as Prosci ADKAR, Kotter, or equivalent frameworks preferred.
  • Experience facilitating leadership development, organizational assessments, and employee engagement initiatives.
  • Experience with HRIS, Learning Management Systems, engagement survey platforms, and reporting tools.
  • Strong project management and organizational consulting skills.
  • Excellent facilitation, communication, presentation, and relationship-building abilities.
  • Ability to analyze organizational data and translate findings into actionable business recommendations.

Core Competencies
  • Organizational Development
  • Strategic Consulting & Workforce Planning
  • Organizational Change Management
  • Leadership Development
  • Learning Strategy & Adult Learning Principles
  • Change Leadership & Stakeholder Engagement
  • Executive Coaching & Influence
  • Employee Engagement & Culture Development
  • Communication Strategy

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Equal Opportunity Employer
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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