ZipRecruiter

Log In

1

Organizational Development Specialist Jobs (NOW HIRING)

Covenant Health

ORG DEV SPEC-EMPLOYEE EXP

Knoxville, TN · On-site

Overview Organizational Development Specialist - Employee Experience Full Time, 80 Hours Per Pay Period, Day Shift Covenant Health Overview: Covenant Health is the region's top-performing healthcare ...

Oregonstate

Staff Development Specialist

Corvallis, OR · On-site

The Staff Development Specialist is a team member of the division and is responsible for developing ... Bachelor's degree in organizational development, Extension, adult education, higher education ...

previous page

Showing results 41-60

All JobsOrganizational Development Specialist Jobs

Organizational Development Specialist information

See salary details

$33.5K

$81.6K

$141K

How much do organizational development specialist jobs pay per year?

As of Aug 9, 2026, the average yearly pay for organizational development specialist in the United States is $81,632.00, according to ZipRecruiter salary data. Most workers in this role earn between $51,500.00 and $99,000.00 per year, depending on experience, location, and employer.

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

To thrive as an Organizational Development Specialist, you need expertise in organizational psychology, change management, and data analysis, typically supported by a relevant degree and experience in HR or consulting. Familiarity with assessment tools (like 360-degree feedback), HRIS systems, and certifications such as SHRM-CP or ODCP is often required. Strong communication, facilitation, and problem-solving skills help professionals influence stakeholders, drive engagement, and manage resistance to change. These abilities are critical for designing effective interventions that enhance organizational performance, culture, and adaptability.

What does an organizational development specialist do?

An Organizational Development Specialist focuses on improving an organization's effectiveness through planned change initiatives. They analyze processes, structures, and culture to recommend and implement strategies that enhance productivity and employee satisfaction. Their work often includes facilitating training, managing change projects, and supporting leadership development. By aligning organizational goals with employee performance, they help create a more adaptive and successful workplace.

What are some typical challenges an organizational development specialist might face when implementing change initiatives?

Organizational Development Specialists often encounter resistance to change from employees and leadership, which can stem from uncertainty or fear of new processes. Navigating these challenges requires strong communication skills, empathy, and the ability to build trust across teams. Specialists also need to align change initiatives with organizational goals and ensure that all stakeholders are engaged throughout the process. Facilitating training, gathering feedback, and measuring the effectiveness of interventions are important aspects of overcoming these common obstacles.

What does an organizational development specialist do?

An organizational development specialist focuses on the continuous improvement of a business or organization. Your duties in this career can vary significantly depending on the needs of a company. Once you assess operations and identify areas for improvement, you help create a plan to overcome difficulties and create a more efficient workplace. You can achieve this by suggesting changes to business organization, operational practices, or management methods. Some specialists apply organizational psychology to a company and then recommend changes based on psychological principles. Your responsibilities can include coordinating employee development, implementing new IT systems, or leading team-building exercises.

What is the difference between Organizational Development Specialist vs Human Resources Specialist?

AspectOrganizational Development SpecialistHuman Resources Specialist
Required CredentialsBachelor's degree; certifications in OD or HR (e.g., SHRM-CP)Bachelor's degree; HR certifications (e.g., PHR, SHRM-CP)
Work EnvironmentFocus on change management, training, and organizational strategiesFocus on recruitment, employee relations, and compliance
Employer & Industry UsageUsed in consulting firms, large corporations, and nonprofitsCommon across all industries, especially in HR departments
Comparison Search IntentUnderstanding strategic organizational improvementManaging employee-related functions

The main difference is that Organizational Development Specialists focus on improving organizational effectiveness through change management and development initiatives, while Human Resources Specialists handle employee relations, recruitment, and compliance. Both roles require similar credentials but serve different strategic functions within organizations.

What skills are needed for organizational development specialist jobs?

Organizational Development Specialists need strong communication, interpersonal, and analytical skills to assess organizational needs and implement change initiatives. They should have knowledge of change management, training, and development techniques, often supported by certifications like Prosci or SHRM. Proficiency with data analysis tools and project management skills are also valuable in this role.
More about Organizational Development Specialist jobs
What cities are hiring for Organizational Development Specialist jobs? Cities with the most Organizational Development Specialist job openings:
What are the most commonly searched types of Organizational Development Specialist jobs? The most popular types of Organizational Development Specialist jobs are:
Who are the top companies hiring for Organizational Development Specialist jobs? The top employers for Organizational Development Specialist jobs are:
What states have the most Organizational Development Specialist jobs? States with the most job openings for Organizational Development Specialist jobs include:
What job categories do people searching Organizational Development Specialist jobs look for? The top searched job categories for Organizational Development Specialist jobs are:
What are popular job titles related to Organizational Development Specialist jobs? For Organizational Development Specialist jobs, the most frequently searched job titles are:
Organizational Development Specialist jobs near you
Infographic showing various Organizational Development Specialist job openings in the United States as of August 2026, with employment types broken down into 1% As Needed, 81% Full Time, 15% Part Time, and 3% Contract. Highlights an 92% Physical, 2% Hybrid, and 6% Remote job distribution, with an average salary of $81,632 per year, or $39.2 per hour.

Organization Development Specialist

Acadian Contractors Inc

Abbeville, LA • On-site

Full-time

Re-posted 4 days ago

Job description

Description:

Organization Development Specialist


Location: Abbeville, LA (On-Site)

Employment Type: Full-time


Job Summary


The Organization Development Specialist position serves as the dedicated organizational development consultant for the assigned company (Acadian Contractors or Broussard Brothers). Supports the design and implementation of career frameworks, change management efforts, employee engagement programs, and organizational assessments specific to the assigned entity. Acts as the OD liaison between the department and the assigned company’s leadership, ensuring OD initiatives are tailored to each organization’s unique workforce, culture, and operational needs. Acadian Contractors, Inc. maintains a continuing policy of non-discrimination in employment. It is our policy to provide equal opportunity to protected veterans in all phases of the employment process and in compliance with applicable federal, state, and local laws and regulations. This policy of non-discrimination shall include, but not be limited to, the following employment decisions and practices: hiring; promotions; demotions or transfers; layoffs; recalls; terminations; rates of pay or other forms of compensation; selection for training, including apprenticeship; and recruitment or recruitment advertising. All employment decisions are based only on valid job requirements.


Responsibilities and Duties

  • Support the design and rollout of career path frameworks and job family architectures for the assigned company
  • Conduct organizational assessments: culture surveys, engagement surveys, focus groups, and diagnostic interviews
  • Assist with change management initiatives, supporting communication plans and stakeholder engagement
  • Develop IDP templates and guide managers on career conversations within the assigned company
  • Facilitate team-building workshops, organizational effectiveness sessions, and leadership development activities
  • Analyze employee engagement and organizational health data; present findings with recommendations
  • Support succession planning by gathering talent review data, maintaining profiles, and preparing reports
  • Partner with the assigned company’s HRBP to provide integrated OD and HR support
  • Research OD best practices and bring innovative approaches to the assigned company
  • Assist with organizational design projects including role mapping, reporting structure analysis, and span of control reviews
  • Other duties as assigned by supervisor.

Qualifications

  • Bachelor’s degree in I/O Psychology, OD, HR, or related field
  • 3-5 years in OD, talent development, or HR consulting
  • Experience with organizational assessment tools and change management methodologies
  • Strong analytical, facilitation, and consulting skills
  • Knowledge of competency modeling and career development frameworks
  • Experience in construction or industrial environments preferred

HSE Responsibilities

  • Embrace, lead, and demonstrate “Acadian F.I.R.S.T.” – Vision & Mission Statement as fundamental core values.
  • Demonstrate implementation of proactive safety processes (JSA, Time Out & TEAM BBS Observations) to achieve an incident-free workplace and advance our safety culture.
  • Adhere to all Health, Safety & Environmental (HSE) Management System policies, procedures, best practices, and client-specific site policies.
  • Make a personal commitment and be accountable for HSE results, supporting team members through coaching and mentoring to achieve goals.
  • Accept coaching and demonstrate ownership and improvement of HSE processes based on feedback and ongoing mentorship.
Requirements: