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$106.7K

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How much do organizational development manager jobs pay per year?

As of Jul 16, 2026, the average yearly pay for organizational development manager in the United States is $106,675.00, according to ZipRecruiter salary data. Most workers in this role earn between $91,500.00 and $116,500.00 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.
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Organizational Development Manager jobs near you
Infographic showing various Organizational Development Manager job openings in the United States as of July 2026, with employment types broken down into 1% As Needed, 83% Full Time, 14% Part Time, and 2% Contract. Highlights an 92% Physical, 2% Hybrid, and 6% Remote job distribution, with an average salary of $106,675 per year, or $51.3 per hour.
Organizational Development & Learning Manager

Organizational Development & Learning Manager

SANY America, Inc.

Peachtree City, GA • On-site

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 7 days ago

Job description

Description
Organizational Development & Learning Manager
ABOUT THE ROLE
As part of the Americas team, SANY is seeking a driven, forward-thinking, and highly motivated Organizational Development & Learning Manager, for designing, building, and leading SANY America's enterprise learning and organizational development function. This role will establish the Company's learning strategy, governance framework, leadership development programs, and learning infrastructure while creating a culture of continuous learning and capability development.
Reporting to the Vice President of Human Resources, this position partners closely with executive leadership and functional departments to identify organizational capability needs, develop innovative learning solutions, and ensure employees have the knowledge, skills, and leadership capabilities required to support SANY America's continued growth.
This is a strategic, hands-on role responsible for building SANY America's learning function from the ground up, including the development of the SANY America Learning Academy, implementation of enterprise learning technologies, governance of employee training, and creation of scalable development programs across the organization.
With deep investment and backing from SANY Group, the Americas business continues to grow rapidly, and this role is critical to delivering competitive, customer-focused products that support long-term market expansion.
With current revenues over $500 million, SANY America continues to make strong progress and significant investments in the Americas market; the organization is now pursuing an aggressive growth strategy and is looking to move quickly beyond this initial platform and increase market share.
KEY RESPONSIBILITIES
Enterprise Learning Strategy
  • Develop and execute SANY America's enterprise learning and organizational development strategy aligned with business objectives.
  • Establish the vision, framework, and long-term roadmap for the SANY America Learning Academy.
  • Conduct organizational capability assessments to identify current and future learning needs.
  • Develop multi-year learning strategies supporting organizational growth and workforce capability.
  • Establish learning standards, policies, and governance across the enterprise.

Leadership Development
  • Design and implement leadership development programs for supervisors, managers, and future leaders.
  • Develop leadership competency models aligned with SANY America's culture and business strategy.
  • Create structured leadership learning paths and development experiences.
  • Facilitate leadership workshops, coaching sessions, and instructor-led learning programs.
  • Partner with senior leaders to strengthen leadership capability throughout the organization.

Learning Program Development
  • Design, develop, and implement enterprise learning programs utilizing a variety of instructional methodologies.
  • Develop onboarding programs, technical training curricula, professional development programs, and compliance learning.
  • Build blended learning experiences utilizing instructor-led training, virtual learning, e-learning, experiential learning, simulations, coaching, mentoring, and on-the-job learning.
  • Ensure learning content reflects adult learning principles and measurable business outcomes.

Training Governance
  • Establish governance processes for all employee training assigned throughout the organization.
  • Chair or facilitate the Training Governance Committee.
  • Evaluate training requests to ensure alignment with organizational priorities.
  • Eliminate redundant or low-value training while improving overall learning effectiveness.
  • Develop standards for curriculum design, content approval, and training quality.
  • Measure return on investment for learning initiatives.

Learning Technology
  • Lead implementation, administration, and continuous improvement of learning technologies, and related platforms.
  • Manage learning records, reporting, compliance tracking, and analytics.
  • Evaluate emerging learning technologies and recommend innovative solutions.
  • Develop executive dashboards measuring organizational learning effectiveness.

Organizational Development
  • Partner with business leaders to improve organizational effectiveness and workforce capability.
  • Support change management initiatives through learning and communication strategies.
  • Facilitate workshops and team development sessions.
  • Promote a culture of continuous learning, collaboration, and innovation.

Measurement & Continuous Improvement
  • Establish key performance indicators for learning effectiveness.
  • Measure knowledge retention, learner engagement, behavioral change, and business impact.
  • Evaluate learning programs using recognized evaluation models.
  • Recommend improvements based on analytics and participant feedback.
  • Provide regular executive reporting on organizational learning outcomes.

REQUIRED QUALIFICATIONS
  • 7+ years of progressive experience in organizational development, learning and development, instructional design, leadership development, or corporate training.
  • Experience building or significantly transforming a corporate learning function.
  • Experience designing enterprise learning strategies and leadership development programs.
  • Experience implementing or administering Learning Management Systems (LMS).
  • Experience facilitating instructor-led learning for supervisors, managers, and professionals.
  • Experience establishing governance, standards, and quality processes for enterprise learning.

EDUCATION
  • Bachelor's degree in Human Resources, Organizational Development, Education, Instructional Design, Industrial-Organizational Psychology, Business Administration, or a related field required.
  • Master's degree preferred.

WORK ENVIRONMENT & PHYSICAL REQUIREMENTS
  • On site-Peachtree City, GA

COMPENSATION & BENEFITS
Compensation will be competitive and commensurate with experience. It will include a base salary and an annual performance bonus.
  • Medical, dental, and vision
  • Paid Time Off
  • 401(k) savings plans
  • Health Savings Account (HSA)
  • Flexible Spending Accounts (FSAs)
  • Company paid STD and LTD benefits
  • Life Insurance
  • Employee Assistance Program (EAP)

EQUAL OPPORTUNITY STATEMENT
SANY America is an Equal Opportunity Employer and considers all qualified applicants for employment without regard to race, color, religion, sex, pregnancy, sexual orientation, gender identity, national origin, age, disability, veteran status, genetic information, or any other protected status under applicable federal, state, or local law.
DRUG AND ALCOHOL FREE WORKPLACE NOTICE
SANY America is an equal opportunity employer and maintains a drug and alcohol-free workplace consistent with applicable federal, state, and local laws. Applicants may be required to complete pre-employment screenings, including drug and/or alcohol testing, as a condition of employment where permitted by applicable law. Testing requirements, employment practices, and workplace policies may vary based on work location, position responsibilities, business necessity, workplace safety considerations, customer requirements, contractual obligations, and applicable regulatory standards.
SANY America complies with applicable federal, state, and local laws relating to marijuana/cannabis use, including applicable medical and recreational marijuana laws where permitted. However, applicants and employees are prohibited from being impaired or under the influence of alcohol, illegal drugs, or other prohibited substances while working, operating Company vehicles or equipment, performing safety sensitive duties, conducting Company business, or while on Company property, consistent with applicable law.
Certain positions may be designated as safety sensitive or subject to additional regulatory, customer, contractual, operational, or workplace safety requirements and may require participation in pre employment, random, reasonable suspicion, post-accident, return to duty, follow up, or other drug and/or alcohol testing programs in accordance with applicable federal, state, and local laws.

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