ZipRecruiter

Log In

1

Organizational Development Partner Jobs (NOW HIRING)

Covenant Health

MGR ORGANIZATIONAL DEV

Knoxville, TN · On-site

Overview Manager, Organizational Development Full Time, 80 Hours Per Pay Period, Day Shift Covenant ... This role partners with senior executive leaders and HR to drive talent development, change ...

Shoptalk

Organizational Development Manager

Phoenix, AZ · On-site

$110 - $165/hr

We are looking for an Organizational Development Program Manager in our Phoenix location. This role ... Partner with HR to integrate OD programs with talent management processes, including succession ...

New

previous pagenext page

Showing results 21-40

All JobsBusiness JobsHuman Resources JobsHuman Resources Specialist JobsOrganizational Development Partner Jobs

Organizational Development Partner information

See salary details

$17.5K

$106.7K

$167K

How much do organizational development partner jobs pay per year?

As of Sep 4, 2026, the average yearly pay for organizational development partner 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 is an organizational development partner?

Organizational Development Partners are professionals who collaborate with leadership and employees to improve an organization's effectiveness, culture, and overall performance. They analyze current processes, identify areas for improvement, and implement strategies focused on talent development, change management, and organizational growth. Their role often involves facilitating training, coaching leaders, supporting team development, and guiding change initiatives to align with business goals. By fostering a healthy and adaptive work environment, they help organizations navigate challenges and achieve long-term success.

How does an organizational development partner typically collaborate with other departments to drive change initiatives?

Organizational Development Partners often work closely with leaders across departments to identify areas for improvement, facilitate workshops, and implement change management strategies. They serve as liaisons, ensuring that initiatives align with both departmental goals and overall organizational strategy. Collaboration may include regular meetings with HR, management, and project teams to gather feedback, monitor progress, and adjust interventions as necessary. Building trust and effective communication are key to successfully influencing and supporting lasting change.

What are the key skills and qualifications needed to thrive as an organizational development partner, and why are they important?

To thrive as an Organizational Development Partner, you need expertise in change management, HR principles, data analysis, and a relevant degree in human resources, organizational psychology, or a related field. Familiarity with HRIS systems, survey platforms, and certifications like SHRM-CP or ODCP are often required. Excellent communication, facilitation, and relationship-building skills help drive engagement and foster positive organizational change. These competencies enable the effective design and implementation of development initiatives that align people strategies with business objectives.

What is the difference between Organizational Development Partner vs Learning and Development Specialist?

AspectOrganizational Development PartnerLearning and Development Specialist
CredentialsTypically requires a bachelor’s or master’s degree in HR, Organizational Development, or related fields; certifications like OD Practitioner are commonUsually holds a bachelor’s degree in HR, Education, or related areas; certifications in training or instructional design are beneficial
Work EnvironmentCollaborates across departments to improve organizational effectiveness, often in corporate or large organizational settingsFocuses on designing and delivering training programs, often within HR or corporate training departments
Employer & Industry UsageUsed in corporate, non-profit, and government sectors to drive organizational changeCommonly employed in corporate training, education, and professional development sectors

While both roles aim to enhance organizational performance, the Organizational Development Partner focuses on strategic change management and organizational effectiveness, whereas the Learning and Development Specialist concentrates on employee training and skill development. Understanding these differences helps organizations assign the right responsibilities and find suitable candidates.

More about Organizational Development Partner jobs

What job categories do people searching Organizational Development Partner jobs look for?

The top searched job categories for Organizational Development Partner jobs are:

Organizational Development Partner jobs near you
Infographic showing various Organizational Development Partner job openings in the United States as of August 2026, with employment types broken down into 1% As Needed, 82% Full Time, 15% Part Time, and 2% Contract. Highlights an 91% Physical, 3% Hybrid, and 6% Remote job distribution, with an average salary of $106,675 per year, or $51.3 per hour.

Director Organizational Development

Stoughton Trailers

Stoughton, WI • On-site

Full-time

Re-posted 5 days ago

Stoughton Trailers rating

5.3

Company rating: 5.3 out of 10

Based on 14 frontline employees who took The Breakroom Quiz

479th of 496 rated machine equipment manufacturers

Job description

The Director of Organizational Development is responsible for leading the enterprise talent and development strategy to strengthen organizational capability, leadership effectiveness, and employee performance. This role designs and executes scalable organizational development, leadership, and training initiatives that align with business strategy and drive measurable outcomes in engagement, retention, and productivity.

As a strategic partner to senior leadership, this role provides expertise in talent planning, leadership development, organizational effectiveness, and change management. The Director integrates development programs, communication strategies, and HR technology to build a high-performing, growth-oriented organization.

Key Responsibilities

Talent Strategy & Organizational Development

  • Own and lead the enterprise talent and organizational development strategy, including philosophy, multi-year roadmap, and supporting initiatives aligned to business goals
  • Partner with senior leaders to identify organizational capability gaps and design targeted solutions to enhance leadership effectiveness and workforce performance
  • Lead succession planning and talent review processes; build leadership pipelines and accelerate development of high-potential talent
  • Design and implement leadership development programs, including coaching, assessments, and structured learning experiences
  • Integrate behavioral competencies across the employee lifecycle, including hiring, onboarding, performance management, development, and retention
  • Develop and manage career development frameworks that support internal mobility and long-term talent growth

Training & Leadership Development

  • Lead the training and organizational development function; establish strategy and deliver programs that enable employees to perform at a high level
  • Conduct enterprise training and development needs assessments; design solutions that enhance employee performance and organizational effectiveness
  • Design, implement, and evaluate training programs across all levels of the organization, including leadership, frontline, and technical capabilities
  • Administer leadership assessments and design programs that reinforce continuous learning and development
  • Facilitate tailored development programs to address specific team, leadership, or organizational needs
  • Drive ongoing improvement of training methods, leveraging multimedia platforms and innovative learning approaches

Organizational Effectiveness & Change Management

  • Serve as a strategic advisor to leadership on organizational design, workforce planning, and change management initiatives
  • Lead and support enterprise change initiatives, including communication strategies, coaching, and adoption plans
  • Apply organizational assessment methodologies to diagnose issues and design targeted interventions to improve performance
  • Identify organizational risks (e.g., culture, morale, retention, productivity) and develop mitigation strategies
  • Lead or support cross-functional initiatives aimed at improving workforce performance and customer outcomes

Employee Experience & Communications

  • Develop and execute communication strategies that support talent initiatives and reinforce culture and engagement
  • Ensure consistent, high-impact messaging across the employee lifecycle using a broad mix of channels (digital, in-person, video, etc.)
  • Partner across HR and the business to drive awareness, understanding, and adoption of talent programs and expectations
  • Support onboarding and preboarding strategies to create consistent and engaging employee experience

Leadership Partnership & Advisory

  • Serve as a trusted advisor to senior leadership on performance, organizational, and leadership matters
  • Provide coaching and guidance on leading change, building high-performing teams, and improving organizational outcomes
  • Facilitate talent discussions, leadership alignment sessions, and cross-functional collaboration

Experience & Qualifications

  • Bachelor’s degree required; advanced degree preferred (Organizational Development, Human Resources, Business, Psychology, or related field)
  • 10+ years of progressive experience in organizational development, talent management, training, leadership development, and/or HR strategy
  • Demonstrated success designing and executing enterprise-wide development strategies and programs
  • Strong expertise in leadership development, change management, organizational design, and performance improvement
  • Proven ability to influence and partner with senior leaders on strategic initiatives
  • Experience conducting organizational assessments and translating insights into actionable solutions
  • Exceptional communication and presentation skills with the ability to engage diverse audiences
  • Strong project management capabilities with ability to lead complex, cross-functional initiatives
  • Experience with learning platforms, HR systems, and multimedia training tools

Core Competencies

  • Strategic thinking and business acumen
  • Change management and organizational effectiveness
  • Leadership development and coaching
  • Data-driven decision making
  • Collaboration and influence
  • Continuous improvement mindset

Success Profile

  • Builds scalable leadership and development programs that strengthen organizational capability
  • Improves leadership effectiveness, employee performance, and succession readiness
  • Drives adoption of change initiatives with measurable business impact
  • Enhances employee experience through intentional development and communication strategies
  • Aligns talent development strategy directly to business growth and operational priorities

What Stoughton Trailers employees say

Pay

Benefits

Hours and flexibility

Workplace

Get the full story on Breakroom

Apply