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Part Time Organizational Development Jobs (NOW HIRING)

RWE

HR Business Partner - People Development

Chicago, IL · On-site

$150K - $180K/yr

To start as soon as possible, full time / part time, permanent About the role RWE Supply & Trading ... This includes identifying organizational and talent development needs and ensuring that development ...

The Pennsylvania State University

The Department of Learning and Performance Systems is seeking to hire part-time Instructors to teach occasional courses in its online Master of Professional Studies in Organization Development and ...

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How much do part time organizational development jobs pay per year?

As of Jun 9, 2026, the average yearly pay for part time organizational development 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 a Part Time Organizational Development professional, and why are they important?

To thrive as a Part Time Organizational Development professional, you need a solid background in human resources, change management, and organizational behavior, often supported by a relevant degree or certifications like SHRM-CP or ODCP. Familiarity with HRIS platforms, assessment tools, and data analysis software is commonly required. Strong communication, facilitation, and problem-solving skills help build relationships and drive positive change within organizations. These capabilities empower you to implement effective development strategies that enhance employee engagement and organizational performance.

What are part-time organizational development jobs?

Part-time organizational development jobs involve working with organizations to improve their effectiveness, culture, and employee engagement, but on a reduced or flexible schedule. Professionals in these roles may help design training programs, facilitate change initiatives, or analyze organizational processes. These positions are ideal for individuals seeking work-life balance or supplemental income while still contributing to organizational growth and development. Part-time roles may be found in consulting firms, HR departments, or as independent contractors.

How does a part-time organizational development professional typically collaborate with full-time staff and leadership teams?

Part-time organizational development professionals often work closely with full-time staff and leadership teams to assess organizational needs, implement development initiatives, and provide guidance on change management. They may facilitate workshops, lead training sessions, and offer strategic recommendations, typically aligning their schedules with key project milestones or meetings. Clear communication and proactive planning are essential, as part-time roles require balancing limited hours with the need to stay up-to-date on evolving organizational priorities.

What is the difference between Part Time Organizational Development vs Part Time Human Resources Coordinator?

AspectPart Time Organizational DevelopmentPart Time Human Resources Coordinator
Required CredentialsBachelor's in Business, HR, or related; certifications like CPLP beneficialBachelor's in HR, Business, or related; HR certifications preferred
Work EnvironmentConsulting firms, corporate HR departments, non-profitsCorporate HR departments, staffing agencies, non-profits
Employer & Industry UsageUsed in organizations focusing on employee development and cultureUsed in organizations managing employee relations and recruitment

Part Time Organizational Development focuses on improving organizational effectiveness through training, culture, and change initiatives, while Part Time Human Resources Coordinator handles day-to-day HR functions like recruitment, onboarding, and employee relations. Both roles often overlap but serve distinct strategic and operational purposes within organizations.

What cities are hiring for Part Time Organizational Development jobs? Cities with the most Part Time Organizational Development job openings:
What are the most commonly searched types of Organizational Development jobs? The most popular types of Organizational Development jobs are:
What states have the most Part Time Organizational Development jobs? States with the most job openings for Part Time Organizational Development jobs include:
Part Time Organizational Development jobs near you
Infographic showing various Part Time Organizational Development job openings in the United States as of June 2026, with employment types broken down into 1% As Needed, 91% Full Time, 6% Part Time, 1% Temporary, and 1% Contract. Highlights an 92% Physical, 3% Hybrid, and 5% Remote job distribution, with an average salary of $106,675 per year, or $51.3 per hour.

HR Business Partner - People Development

RWE

Chicago, IL • On-site

$150K - $180K/yr

Full-time, Part-time

Posted 6 days ago

Job description

RWE Trading Americas Inc.
To start as soon as possible, full time / part time, permanent
About the role
RWE Supply & Trading Americas (RWEST US) is expanding its HR presence to better support the business in a dynamic, fast-paced, high-performance and ever-evolving trading environment. We are seeking a seasoned HR Business Partner with deep expertise in People, Leadership, and Organizational Development. In this hybrid role, you will translate global People Development frameworks into practical, high-impact local solutions that deliver results for our US business.
In this senior individual contributor role (non-people manager), you will act as a strategic advisor and hands-on partner to business leaders while leading the design, delivery, and execution of critical people, leadership, and organizational development initiatives. This position balances strategic HR Business Partner responsibilities for select business areas with a dedicated focus on people, leadership, and organizational development. Working closely with business leaders and global HR colleagues, you will provide sound judgment on organizational, managerial, and team challenges, while helping to shape and implement the broader people development strategy and organizational transformation efforts for RWEST US. This includes identifying organizational and talent development needs and ensuring that development initiatives are executed pragmatically and widely adopted, translating into tangible improvements in leadership capability, team performance, and organizational effectiveness. In doing so, you will support the rollout of the broader people agenda in the US, fully aligned with global HR priorities.
Key Responsibilities:
  • Strategic HR Partnering & Advisory: Serve as an HR Business Partner and trusted advisor for designated teams, advising managers on day-to-day people topics (e.g., performance management, employee relations, team effectiveness) and guiding organizational change and transformation efforts. Ensure HR policies and best practices are applied effectively, leveraging business acumen and people data insights to inform sound, commercially-minded decisions.
  • People & Leadership Development Initiatives: Design, deliver, and embed learning and development programs (e.g., leadership workshops, onboarding experiences, team development interventions) that build leadership capability at manager and senior leader levels and foster a high-performance culture. Maintain a bias for pragmatic execution - adapting plans as business needs evolve - to ensure these initiatives are delivered effectively and embraced by the business.
  • Global Framework Localization: Adapt and translate global HR and leadership development frameworks into practical, business-relevant local solutions, ensuring strong adoption and measurable impact on people and performance.
  • Talent & Succession Management: Support talent review and succession planning processes, driving concrete development actions and follow-through for high-potential employees and future leaders, and using data-driven insights to identify capability gaps and track progress.
  • Organizational & Team Development: Lead or contribute to broader organizational and team development initiatives (including change management, cultural initiatives, and transformation projects) with a focus on effective rollout, execution, and sustained impact. Help teams navigate and thrive in an evolving environment through strong change management and adoption practices.
  • HR Collaboration: Partner closely with other HR colleagues (locally and globally) to implement the people development agenda in the US and ensure consistency with global HR strategies and frameworks.

Qualifications & Experience:
  • Extensive HR experience: Broad and progressive experience in senior HR roles (for example, as an HR Business Partner or HR Generalist) within fast-paced, high-performance, and/or international environments. Financial services or trading industry experience is strongly preferred; exposure to investment or energy trading environments is a plus.
  • People & Leadership Development Expertise: Proven track record in designing, delivering, and embedding high-impact people development, leadership development, and organizational development initiatives. Passionate about developing talent and capable of "thinking globally and acting locally" to tailor programs for maximum business impact.
  • Stakeholder Management & Influence: Exceptional stakeholder management and influencing skills. Credible and confident in partnering with senior business leaders, with the ability to serve as a trusted advisor and first point of contact for complex people matters.
  • Strategic & Analytical Mindset: Skilled at using people insights and data to diagnose organizational and team challenges and provide commercially-minded, solution-oriented recommendations that align people strategies with business goals.
  • Execution & Adaptability: Hands-on, collaborative approach with a clear focus on pragmatic execution, delivery, and measurable impact. Able to convert concepts and frameworks into actionable solutions and to operate effectively in fast-changing, ambiguous situations, adapting plans as necessary to achieve results.
  • Employee Relations & HR Knowledge: Solid experience managing employee relations matters and applying US employment law in practical recommendations. Demonstrated ability to navigate HR policies and regulations while balancing risk and business needs.

Adventageous but not a must:
  • HR Systems: Familiarity with SAP SuccessFactors (SF) or similar HR information systems.
  • HR Analytics & Technology: Exposure to HR analytics or AI-driven people development tools and their use in evidence-based decision-making.
  • Assessment & Diagnostics: Experience with leadership assessment and development tools (e.g., Hogan, Insights, 360° feedback).

Our Offer:
  • A strategic and hands-on HR role with a clear focus on people, leadership, and organizational development.
  • High-impact opportunity to shape and drive the people development agenda in a growing US organization, directly influencing culture and performance.
  • Close collaboration with a global HR team and counterparts, providing exposure to international best practices and opportunities for continued learning.
  • A dynamic, fast-paced, and high-performance working environment within a leading trading and financial services organization, offering both challenge and reward.
  • Salary: $150,000 - $180,000

Apply with just a few clicks: ad code 92697
Any questions? Contact HR: Madlen Krembel; madlen.krembel@rwe.com
We look forward to meeting you. Of course, you can find us on LinkedIn, Instagram, Facebook, YouTube and Xing, too.
We value diversity and therefore welcome all applications - regardless of gender, disability, nationality, ethnic and social origin, religion/belief, age, sexual orientation, and identity. #inclusionmatters
RWE Supply & Trading is our connection to the world's energy markets. Headquartered in Essen, Germany, the company operates one of Europe's largest and most advanced energy trading floors. A diverse team of over 2,200 professionals from around 90 countries trades electricity, gas, commodities, and CO2 emission allowances. With precise market analysis and a strong customer focus, we create innovative energy supply solutions and tailored risk management concepts for industrial clients.
We also ensure the commercial optimisation of RWE's power plant portfolio and markets the electricity generated by RWE. In addition, legally independent RWE gas storage companies operate in Germany, contributing to a secure energy supply.
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