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Remote Human Organizational Development Jobs in Cape Cod, MA

Boston Childrens Hospital

$118K - $188K/yr

... the Senior Program Manager, Organizational Development strengthens leadership, team, and ... Partner with HR and business leaders to assess, design, and deliver team effectiveness engagements ...

Vinfen

Paid Intern HR

Allston, MA · On-site +1

$20/hr

Currently enrolled in a graduate program in instructional design, education, organizational development, human resources, or a related field. * Some coursework, practicum, or prior experience related ...

Solex HRC Inc

HR Business Partner I

Stoughton, MA · Remote

... talent development, workforce planning, compensation, organizational effectiveness, and HR ... This is a fully remote position; however, the successful candidate must be able to travel to client ...

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Remote Human Organizational Development information

See Cape Cod, MA salary details

$18.8K

$114.4K

$179K

How much do remote human organizational development jobs pay per year?

As of Sep 6, 2026, the average yearly pay for remote human organizational development in Cape Cod, MA is $114,353.00, according to ZipRecruiter salary data. Most workers in this role earn between $98,100.00 and $124,900.00 per year, depending on experience, location, and employer.

What is the difference between Remote Human Organizational Development vs Remote Learning and Development Specialist?

AspectRemote Human Organizational DevelopmentRemote Learning and Development Specialist
CredentialsTypically requires degrees in HR, OD, or related fields; certifications like CPLP or SHRM-CPRequires degrees in education, HR, or related fields; certifications like CPLP or ATD certifications
Work EnvironmentFocuses on organizational change, culture, and leadership development within companiesFocuses on designing and delivering training programs for employee skill development
Employer & Industry UsageUsed across corporate, non-profit, and government sectors for organizational growthCommon in corporate training departments, educational institutions, and consulting firms

Remote Human Organizational Development and Remote Learning and Development Specialist share overlapping credentials and work environments. However, OD focuses on organizational change and culture, while L&D specialists concentrate on employee training programs. Both roles are vital for workforce development but serve different strategic purposes within organizations.

What are popular job titles related to Remote Human Organizational Development jobs in Cape Cod, MA?

For Remote Human Organizational Development jobs in Cape Cod, MA, the most frequently searched job titles are:

What job categories do people searching Remote Human Organizational Development jobs in Cape Cod, MA look for?

The top searched job categories for Remote Human Organizational Development jobs in Cape Cod, MA are:

What cities near Cape Cod, MA are hiring for Remote Human Organizational Development jobs?

Cities near Cape Cod, MA with the most Remote Human Organizational Development job openings:

Remote Human Organizational Development jobs near you
Infographic showing various Remote Human Organizational Development job openings in Cape Cod, MA as of June 2026, with employment types broken down into 62% Full Time, 34% Part Time, 1% Temporary, and 3% Contract. Highlights an 50% Physical, 2% Hybrid, and 48% Remote job distribution, with an average salary of $114,353 per year, or $55 per hour.

Senior Program Manager, Organizational Development

Boston Childrens Hospital

On-site, Remote

$118K - $188K/yr

Full-time

Posted 6 days ago

Job description

Job Posting Description
Position Summary
As part of our growing Talent Management team, the Senior Program Manager, Organizational Development strengthens leadership, team, and organizational capability across the enterprise. This role leads initiatives focused on team effectiveness, group coaching, talent reviews and calibration, and employee engagement. The Senior Program Manager develops scalable strategies and tools that enable HR Business Partners (HRBPs) and leaders to strengthen team and organizational effectiveness and serves as a trusted advisor, ensuring practices align with enterprise priorities and the broader leadership development portfolio.
Key Responsibilities
  • Develop and advance the enterprise team effectiveness strategy, including diagnostic approaches, intervention models, assessment tools, and standards for developing high-performing leadership teams.
  • Partner with HR and business leaders to assess, design, and deliver team effectiveness engagements and evaluate impact.
  • Build scalable tools, resources, and playbooks that enable HRBPs and leaders to sustain team effectiveness efforts.
  • Design and facilitate cohort-based group coaching programs for leaders at multiple levels, grounded in adult learning principles and evidence-based coaching practices.
  • Establish quality standards and evaluation approaches for coaching programs and continuously improve offerings based on outcomes and feedback.
  • Provide expert facilitation across the Leadership Development portfolio.
  • Co-lead enterprise talent reviews and calibration, including cadence, materials, facilitation guides, rating standards, and supporting technology.
  • Train and coach HRBPs to facilitate talent reviews and calibration sessions; facilitate or co-facilitate as needed.
  • Apply the Leadership Capability Model to promote consistency and rigor in performance and potential assessment and translate outcomes into succession, retention, and development priorities.
  • Lead engagement action planning following employee surveys, including frameworks, resources, and manager enablement.
  • Partner with HRBPs and leaders to interpret engagement data, identify priorities, develop targeted improvement plans, and track progress.
  • Develop effectiveness measures for organizational development programs and translate results into actionable insights and business impact for senior stakeholders.
  • Serve as a trusted advisor to HRBPs and Employee Relations on team effectiveness, coaching, talent, and organizational effectiveness challenges.
Qualifications Required
  • Bachelor's degree required; Master's degree in I/O Psychology, Organizational Development, or a related field preferred.
  • Professional coaching credential, preferably through the International Coaching Federation (ICF), plus certification or demonstrated expertise in relevant assessment and development methodologies, such as Hogan, MBTI, or DiSC.
  • Demonstrated expertise in team effectiveness, executive and group coaching, talent review and calibration, succession planning, performance management, and employee engagement.
  • Experience with engagement survey platforms such as Press Ganey or Gallup, and talent management technology such as Workday.
  • Strong knowledge of professional coaching practices, adult learning principles, learning design, and group and team facilitation.
  • Demonstrated ability to facilitate complex sessions and candid calibration discussions with senior and executive leaders.
  • Exceptional analytical skills, with the ability to interpret data, generate insights, evaluate program effectiveness, and communicate business impact.
  • Highly developed communication, consulting, and relationship-management skills, with the ability to navigate ambiguity, build stakeholder relationships, and manage differing perspectives.
  • Strong written communication and presentation skills, with the ability to develop and deliver proposals, learning content, toolkits, executive briefing materials, and assessment reports.

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