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$17.5K

$106.7K

$167K

How much do organizational development partner jobs pay per year?

As of Jun 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 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.

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 Organizational Development Partners?

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.

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 May 2026, with employment types broken down into 75% Full Time, 19% Part Time, 1% Temporary, and 5% Contract. Highlights an 93% Physical, 2% Hybrid, and 5% Remote job distribution, with an average salary of $106,675 per year, or $51.3 per hour.
Manager, Leadership Development, Learning & Organizational Effectiveness

Manager, Leadership Development, Learning & Organizational Effectiveness

Formfactor

Livermore, CA • On-site

Full-time

This job post has expired 1 day ago. Applications are no longer accepted.

FormFactor rating

6.0

Company rating: 6.0 out of 10

Based on 6 frontline employees who took The Breakroom Quiz

Job description

Forming Our Future together

FormFactor, Inc. (NASDAQ: FORM), is a leading provider of essential test and measurement technologies along the full semiconductor product life cycle - from characterization, modeling, reliability, and design de-bug, to qualification and production test. Semiconductor companies rely upon FormFactor's products and services to accelerate profitability by optimizing device performance and advancing yield knowledge. The company serves customers through its network of facilities in Asia, Europe, and North America.

Rooted in our core values - Focus on the Customer, Ownership & Accountability, Respectfully & Effectively Communicate, and Motivate & Develop People - we foster an environment where diverse perspectives are not only welcomed but celebrated. Everyone can make an impact here. Whether it's improving products, supporting customers, or positively influencing peers and the community, the contributions of our people matter.

Shift:

The regular hours for this position are day shift.

Job Description:

The Manager, Leadership Development, Learning and Organizational Effectiveness will play a pivotal role in building FormFactor's enterprise learning, leadership development, and organizational effectiveness capabilities. This role will help define and shape the strategy, systems, programs, and operating model that enable leaders, teams, and the organization to grow capability, strengthen culture, and execute effectively through FormFactor's next phase of growth.

This role will lead the design and hands-on implementation of our learning and leadership development ecosystem, including leadership development, manager capability, enterprise learning architecture, engagement and listening strategies, culture initiatives, and core organizational effectiveness practices. Partnering closely with HR and business leaders, this role will deliver practical, scalable, and businesscentered solutions that measurably improve leadership effectiveness, capability, and engagement.

The ideal candidate brings a builder mindset, strong point of view on what "great" looks like in learning, leadership, and organizational development, and the ability to translate theory and research into adopted, measurable, and operational solutions. They are equally comfortable contributing to strategy and independently driving execution - personally designing content, frameworks, measurement, and systems when needed. Leveraging data, analytics, and emerging AIenabled tools, this role will improve leader capability, engagement insight, and organizational effectiveness in a fastpaced, growing, and global environment.

Key Responsibilities:

Learning & Leadership Development

  • Partner with HR and senior leaders to shape and execute FormFactor's enterprise learning and leadership development strategy and operating model, aligned to business priorities, growth strategy, and future capability needs.

  • Establish a coherent leadership development architecture (e.g., firsttime manager, experienced leader, senior leader) with clear outcomes, readiness expectations, and measurement.

  • Design and deliver core learning experiences focused on leadership effectiveness, manager capability, performance leadership, decision making, and enterprise behaviors.

  • Build scalable approaches to formal learning, experiential learning, and onthejob development, translating business challenges into development opportunities.

  • Ensure learning solutions are practical, applied, and measurable, not eventbased or theoretical.

Engagement, Listening & Culture

  • Own FormFactor's enterprise engagement and listening strategy, including survey design, pulse listening, focus groups, and other feedback mechanisms.

  • Translate engagement and culture data into clear insights, risks, and prioritized actions for leaders at all levels.

  • Define, operationalize, and reinforce FormFactor's culture and leadership behaviors, ensuring alignment between stated values, leader actions, and employee experience.

  • Monitor engagement, culture, and organizational health trends over time and surface enterpriselevel risks and opportunities.

Organizational Development & Effectiveness

  • Design and deploy organizational development approaches that strengthen team effectiveness, decision clarity, accountability, and execution.

  • Support leaders through periods of growth, change, and transformation with structured OD tools (e.g., role clarity, operating rhythm, capability assessments).

Systems, Tools & AI Enablement

  • Serve as the business owner for learning, engagement, and ODrelated tools, platforms, and vendor solutions.

  • Partner closely with HRIS, IT, and vendors to translate business needs into system requirements and scalable solutions.

  • Leverage data, analytics, and AIenabled tools to improve learning personalization, leader insight, engagement analysis, and operational efficiency.

  • Ensure the responsible, ethical, and transparent use of AI that strengthens-rather than replaces-human judgment and leadership.

Stakeholder Partnership & Influence

  • Provide clear analysis, insights, and recommendations on leadership effectiveness, engagement, culture, and organizational capability to inform leadership decisions.

  • Deliver executiveready narratives, dashboards, and materials that connect learning, engagement, and culture to business performance and outcomes.

  • Partner crossfunctionally with HRBPs, Rewards, Communications, Finance, Legal, IT, and other internal and external partners to ensure alignment and execution.

Measurement, Analytics & Continuous Improvement

  • Define and own measurement frameworks for learning impact, leadership effectiveness, engagement, and culture.

  • Track outcomes (not just participation), using data to evaluate effectiveness and guide iteration and investment.

  • Continuously benchmark external best practices and evolve offerings as FormFactor grows in scale, complexity, and global reach.

Work Location & Travel:

  • This role is hybrid, with an expectation of working in-office on designated days.

  • 5-10% travel is required to support key business initiatives, stakeholder engagement, and team collaboration.

Skills:

Artificial Intelligence (AI), Collaboration, Communication, Data Analysis, Effective Presentations, Employee Surveys, Facilitation, Leadership Training and Development, Learning Methodologies, Organizational Development (OD), Organizational Learning, Program Management, Project Management, Vendor Management

Education & Experience:

Minimum of 5 years of related experience with a Bachelor's degree; or 3 years and a Master's degree; or a PhD without experience; or equivalent work| Required

Equal Employment Opportunity Statement

FormFactor is an equal opportunity employer. FormFactor complies with all national, state, and local laws that seek to promote equal opportunities for any applicant or employee without regard to age, race, color, gender, gender identity/expression, national origin, sexual orientation, religion, disability, marital status, pregnancy or related condition, military service, or any other legally protected characteristics. These protections apply to all aspects of employment, including but not limited to, recruitment, hiring, training, promotions, and compensation.

For roles that are designated as remote-eligible, employees cannot be located in:AL, AK, AR, DE, GA, HI, IL, IA, KY, LA, ME, MD, MS, MO, NE, NV, NJ, NM, ND, OK, PA, RI, SC, SD, TN, WV, WI, WY. This list is continuously evolving and being updated, please check back with us if the state you live in is on the exclusion list. A role is remote-eligible only when it is listed as "Remote" in the job location.

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