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Organizational Development Partner Jobs (NOW HIRING)

Hyland

Lead Organizational Development Specialist

$120K - $136K/yr

Overview Lead Organizational Development Specialist Location: Remote - US Work Model: Remote About ... Partner with senior leaders and HR Business Partners to diagnose complex organizational challenges ...

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$167K

How much do organizational development partner jobs pay per year?

As of Aug 15, 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 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.

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.
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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 100% Full Time. Highlights an 50% In-person, and 50% Hybrid job distribution, with an average salary of $106,675 per year, or $51.3 per hour.

Organizational Development Manager

SCOT FORGE

Spring Grove, IL • On-site

$125K - $160K/yr

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Re-posted 6 days ago

Scot Forge rating

7.9

Company rating: 7.9 out of 10

Based on 11 frontline employees who took The Breakroom Quiz

Job description

Overview

The Organizational Development (OD) Manager is a key driver of talent, leadership, and performance at Scot Forge. This role builds and scales development and performance systems that strengthen the organization and fuel the growth of our 600 employee-owners. Working closely with leadership, the OD Manager helps cultivate a culture of continuous learning, feedback, and accountability.

About Scot Forge

Scot Forge is a 130-year-old, 100% employee-owned company that manufactures custom open die and rolled ring forgings. At Scot Forge, we help our customers with forged solutions from the world's physical infrastructure, energy, and transportation to manufacturing, mining, and our national defense. From the wheels of NASA’s Curiosity Mars Rover to mission critical components for nuclear submarines, to large hydraulic cylinders for the largest mining trucks on the planet, Scot Forge creates precision forged metal parts used in demanding applications all over the world.

Essential Job Duties and Responsibilities

  • Lead organizational development strategies that align with business goals and strengthen workforce capability, leadership effectiveness, and organizational performance.
  • Design and implement scalable learning, leadership development, and succession planning programs to support internal growth.
  • Partner with corporate and manufacturing leaders to assess needs, close capability gaps, and deliver targeted development and workforce solutions.
  • Oversee company-wide talent and performance management processes, including goal setting, evaluations, and development planning for a 600-employee organization.
  • Coach and support leaders in performance management best practices, fostering a culture of accountability, feedback, and continuous improvement.
  • Analyze performance and talent data to identify trends, inform decisions, and align outcomes with compensation, development, and succession planning.
  • Evaluate the effectiveness of development programs and continuously improve offerings based on measurable outcomes.
  • Ensure compliance with company policies and employment regulations while serving as a strategic advisor on organizational effectiveness and change management.
  • Manage training and development investments to maximize impact and support long-term business success.


Qualifications

  • Bachelor’s degree in Human Resources, Organizational Development, Leadership Development, or a related field.
  • 10+ years of experience in organizational development, training, or talent management.
  • 5+ years of experience leading organizational change initiatives at a management level.
  • Demonstrated experience designing and managing performance management systems within a complex organization.
  • Strong business acumen with experience supporting manufacturing or industrial environments preferred.
  • Proven ability to influence leaders, drive change, and build collaborative relationships across all levels of the organization.
  • Excellent communication, facilitation, and consulting skills.
  • Experience working in employee-owned or values-driven cultures is a plus.

Additional Information:

This role is fully onsite and primarily based in Spring Grove, IL, with occasional travel to our Franklin Park, IL and Clinton, WI locations. The position may include additional responsibilities as needed. Candidates must be authorized to work in the United States without sponsorship and able to successfully pass a 90-day head hair drug test.

The estimated pay range for this position is the lowest and highest range we in good faith believe we would pay for this role at the time of this posting. We ultimately may pay more or less than the posted range, and the range may be modified in the future. The actual base pay offered to a candidate will depend on various factors including but not limited to relevant skills, experience, qualifications, education, certifications, seniority, geographic location and prevailing minimum wage, performance, shift, travel requirements, and business or organizational needs.

We offer a comprehensive package of benefits for eligible employees including Medical, Vision, Dental, Hearing, Life (Basic & AD&D), Disability (STD & LTD), 401K Plan with match, Profit Sharing, Employee Stock Ownership Plan (ESOP), Tax Savings (FSA & HAS), Vacation Time, Paid Time Off, and Paid Holidays.


Note: No amount of pay is considered to be wages or compensation until such amount is earned, vested, and determinable. The amount and availability of any bonus, or any other form of compensation for any particular employee remains in the Company’s sole discretion unless and until paid and may be modified at the Company’s sole discretion, consistent with the law.

Scot Forge is an Equal Opportunity Employer. We value diversity and inclusion and welcome all qualified candidates to apply.

We maintain a drug-free workplace and perform pre-employment substance abuse testing.

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