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Organizational Development Jobs in Wisconsin (NOW HIRING)

Generac

Organizational Design Manager

Waukesha, WI

This position is responsible for the endtoend design, development, and implementation of organizational models, tools, and insights that: Enable clear accountability, effective decision-making, and ...

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Organizational Development information

See Wisconsin salary details

$17.7K

$107.7K

$168.6K

How much do organizational development jobs pay per year?

As of Jul 15, 2026, the average yearly pay for organizational development in Wisconsin is $107,673.00, according to ZipRecruiter salary data. Most workers in this role earn between $92,400.00 and $117,600.00 per year, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive in the Organizational Development position, and why are they important?

To thrive in Organizational Development, you need expertise in change management, talent development, strategic planning, and data analysis, typically supported by a degree in human resources, psychology, or a related field. Familiarity with HRIS systems, employee engagement survey tools, and certifications like SHRM-CP or ODCP is advantageous. Strong interpersonal skills, facilitation abilities, and the capacity to influence stakeholders are crucial for success in this position. These skills are essential because they enable professionals to design and implement effective organizational strategies that foster growth, adaptability, and a positive workplace culture.

What does an Organizational Development job entail?

An Organizational Development (OD) job focuses on improving a company's effectiveness by enhancing its culture, structure, and processes. OD professionals assess organizational needs, design interventions, and implement strategies for change management, leadership development, and employee engagement. They often collaborate with HR and leadership to foster a positive work environment and increase overall performance. Their role is essential in ensuring that organizations adapt to change and achieve long-term success.

What are the main challenges faced in an Organizational Development role?

One of the primary challenges in Organizational Development is managing change effectively, as initiatives often require shifts in culture, processes, or structure that can meet resistance. Professionals in this role must navigate diverse stakeholder perspectives and ensure clear communication and alignment across departments. Balancing the need for measurable results with employee engagement and maintaining momentum for ongoing development can also be complex. However, overcoming these challenges is highly rewarding, as it directly contributes to building more agile, effective, and engaged organizations.

What are the most commonly searched types of Organizational Development jobs in Wisconsin? The most popular types of Organizational Development jobs in Wisconsin are:
What are popular job titles related to Organizational Development jobs in Wisconsin? For Organizational Development jobs in Wisconsin, the most frequently searched job titles are:
What job categories do people searching Organizational Development jobs in Wisconsin look for? The top searched job categories for Organizational Development jobs in Wisconsin are:
What cities in Wisconsin are hiring for Organizational Development jobs? Cities in Wisconsin with the most Organizational Development job openings:
Organizational Development jobs near you
Infographic showing various Organizational Development job openings in Wisconsin as of July 2026, with employment types broken down into 1% As Needed, 81% Full Time, 15% Part Time, 1% Temporary, and 2% Contract. Highlights an 92% Physical, 2% Hybrid, and 6% Remote job distribution, with an average salary of $107,673 per year, or $51.8 per hour.
Director Organizational Development

Director Organizational Development

Stoughton Trailers

Stoughton, WI • On-site

Full-time

Posted 14 days ago

Stoughton Trailers rating

5.3

Company rating: 5.3 out of 10

Based on 14 frontline employees who took The Breakroom Quiz

412th of 430 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

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
This employer is required to notify all applicants of their rights pursuant to federal employment laws.
For further information, please review the Know Your Rights notice from the Department of Labor.

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