ZipRecruiter

Log In

2

Remote Organizational Development Jobs in Connecticut

GardaWorld

Business Development Manager

Bridgeport, CT · Remote

$75K/yr

Business Development Manager - Uncapped Commission | $175K-$250K OTE | Technology-Driven Security ... remote video monitoring, helping organizations reduce risk, prevent loss, and maintain 24/7 peace ...

GardaWorld

Business Development Manager

Bridgeport, CT · Remote

$75K/yr

Business Development Manager - Uncapped Commission | $175K-$250K OTE | Technology-Driven Security ... remote video monitoring, helping organizations reduce risk, prevent loss, and maintain 24/7 peace ...

next page

Showing results 1-20

All JobsOrganizational Development JobsRemote Organizational Development JobsRemote Organizational Development Jobs in Connecticut

Remote Organizational Development information

See Connecticut salary details

$16.6K

$101.5K

$158.9K

How much do remote organizational development jobs pay per year?

As of Aug 29, 2026, the average yearly pay for remote organizational development in Connecticut is $101,479.00, according to ZipRecruiter salary data. Most workers in this role earn between $87,000.00 and $110,800.00 per year, depending on experience, location, and employer.

What is remote organizational development?

Remote organizational development refers to the process of improving an organization's effectiveness, health, and adaptability while its employees or teams work remotely. This involves strategies and interventions to enhance communication, collaboration, culture, and processes in a virtual environment. Professionals in this field help organizations adapt to remote work challenges, implement change, and support continuous improvement across distributed teams.

What are remote jobs in organizational development?

Remote organizational development jobs include positions like organizational development consultant and organizational development manager. In these work from home roles, you may study a company’s workplace, determine which training courses to offer to employees, coordinate with department managers to determine what skills employees need to learn, and help strengthen the relationship between the company and its employees. You may also help negotiate with external partner organizations, such as education companies who can provide teachers to run classes. While you do the majority of your work from home, your duties may require you to travel to conferences or to facilitate training classes occasionally.

What are the key skills and qualifications needed to thrive as a remote organizational development professional?

To thrive as a Remote Organizational Development professional, you need expertise in change management, organizational assessment, and workforce development, often backed by a degree in HR, psychology, or business. Familiarity with HRIS platforms, survey tools, and virtual collaboration systems like Zoom or Microsoft Teams is typically required. Strong communication, facilitation, and relationship-building skills are essential for influencing stakeholders and driving initiatives remotely. These abilities ensure effective culture transformation, employee engagement, and successful implementation of organizational strategies in distributed work environments.

What are some common challenges faced by professionals in remote organizational development roles, and how can they be addressed?

Professionals in remote organizational development often face challenges such as building trust and rapport with teams, facilitating effective virtual training, and navigating communication barriers across time zones. To address these challenges, it's important to leverage collaboration tools, establish clear communication protocols, and schedule regular check-ins to ensure alignment. Additionally, fostering a culture of openness and utilizing data-driven approaches to track progress can help maintain engagement and drive organizational change even in a fully remote environment.

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

AspectRemote Organizational DevelopmentRemote Learning and Development Specialist
CredentialsTypically requires certifications in OD, HR, or related fieldsOften requires training, instructional design, or L&D certifications
Work EnvironmentFocuses on organizational change, culture, and structure at a strategic levelFocuses on employee training, skill development, and learning programs
Employer & Industry UsageUsed in HR, consulting, and corporate strategy departmentsCommon in HR, corporate training, and education sectors
Search & Comparison IntentOften compared for strategic organizational rolesCompared for training and development roles

Remote Organizational Development and Remote Learning and Development Specialist roles overlap in HR and corporate settings but differ in focus. OD emphasizes organizational change and strategy, while L&D specialists concentrate on employee training and skill development. Both roles require related certifications and are vital in fostering workplace growth, but they serve distinct functions within organizations.

More about Remote Organizational Development jobs

What are the most commonly searched types of Organizational Development jobs in Connecticut?

The most popular types of Organizational Development jobs in Connecticut are:

What job categories do people searching Remote Organizational Development jobs in Connecticut look for?

The top searched job categories for Remote Organizational Development jobs in Connecticut are:

What cities in Connecticut are hiring for Remote Organizational Development jobs?

Cities in Connecticut with the most Remote Organizational Development job openings:

Remote Organizational Development jobs near you
Infographic showing various Remote Organizational Development job openings in Connecticut as of August 2026, with employment types broken down into 1% As Needed, 81% Full Time, 14% Part Time, 2% Temporary, and 2% Contract. Highlights an 86% Physical, 3% Hybrid, and 11% Remote job distribution, with an average salary of $101,479 per year, or $48.8 per hour.

Director Of Organizational Development

Newington, CT • On-site, Remote

State of Connecticut
See more jobs at State of Connecticutexternal

$116K - $159K/yr

Full-time

Posted 4 days ago

Job description

Introduction
The State of Connecticut Department of Transportation (DOT), Bureau of Finance and Administration, Office of Workforce Administration, is currently recruiting for a Director of Organizational Development. This position is located in the DOT Headquarters in Newington, CT. The Director of Organizational Development is responsible for ensuring employee training, professional development, and all workforce development and learning opportunities are aligned to achieve the strategic priorities of the Department.
WE CAN OFFER YOU
  • Our new State Employee Benefits Overview page!
  • Professional growth and development opportunities.
  • A healthy work/life balance to all employees.
  • Working for an award winning agency! CTDOT has been recently awarded the Employer of the Year award by the Connecticut Society of Civil Engineers (CSCE) and named the Women's Transportation Seminar (WTS) CT Employer of the Year for 2024!

POSITION HIGHLIGHTS
  • Monday - Friday
  • Full Time, 40 hours per week
  • First Shift, 8:00 am to 4:30 pm
  • Location: 2800 Berlin Turnpike, Newington, CT
  • This position is eligible to apply for telework after successful completion of the working test period, and thereafter, in accordance with the Telework Policy. Learn more about the Telework Policy.

THE ROLE
As the Director of Organizational Development, this role partners with senior leadership to design, implement, and evaluate programs that support the continuous learning and growth of all CTDOT employees, through employee engagement, career pathways, learning management systems, knowledge management, workforce analytics, and external outreach initiatives. This position reports to the Chief of Workforce Administration and oversees the Division of Learning and Workforce Development which includes Staff Development, the Operational Training Unit, and the Workforce Development Unit.
In this position, the Director of Organizational Development is expected to:
  • Advance initiatives that improve workplace culture and safety, fostering an environment where employees can thrive and grow professionally within the Department
  • Ensure compliance with relevant training standards
  • Analyze workforce insights and translate data into continuous improvement and development strategies
  • Evaluate and identify opportunities to improve the effectiveness of safety programs, employee onboarding and skill development, and learning pathways
  • Recommend and oversee the implementation of policies, procedures and training programs to bridge compliance gaps, organizational goals, and leadership development
  • Stay updated with the latest employee education and training technologies for diverse learners and working environments
  • Provide oversight for the coordination and execution of the annual leadership conference and all-employee learning opportunities
  • Support organizational change-efforts by identifying areas of opportunity to address gaps and improve organizational performance and communications

ABOUT US
As one of Connecticut's largest State agencies, DOT employs approximately 3,300 individuals statewide in five bureaus. CTDOT is guided by its mission to improve lives through transportation. Our infrastructure and transit systems are essential to the safety and mobility of Connecticut residents, and our work strengthens both economic and community development. CTDOT is committed to fostering a workforce that reflects the communities it serves, and individuals with broad-ranging backgrounds and life experiences are encouraged to apply.
Learn more about our mission, vision, and values!
Selection Plan
In order to be considered for this job opening, you must be a current State of CT employee, who has worked for the state for at least six (6) months of full-time service or full-time equivalent service, absent any applicable collective bargaining language, and meet the Minimum Qualifications as listed on the job opening. You must specify your qualifications on your application.
FOR ASSISTANCE IN APPLYING:
Check out our Applicant Tips on How to Apply! Need more resources? Visit our Applicant Toolkit for additional support throughout the recruitment process.
BEFORE YOU APPLY:
  • Meet Minimum Qualifications: Ensure you meet the Minimum Qualifications listed on the job opening by the job closing date. You must specify your qualifications on your application. The minimum experience and training requirements listed must be met by the close date on the job opening, unless otherwise specified.
  • Educational Credits: List your earned credits and degrees from accredited institutions accurately on your application. To receive educational credits towards qualification, the institution must be accredited. If the institution of higher learning is located outside of the U.S., you are responsible for providing documentation from a recognized USA accrediting service which specializes in determining foreign education equivalencies to the contact listed below by the closing date listed on the job posting.
  • Resume Policy: Per Public Act 21-69, resumes are not accepted during the initial application process. As the recruitment process progresses, candidates may be required to submit additional documentation to support their qualification(s) for this position. This documentation may include: a cover letter, resume, transcripts, diplomas, performance reviews, attendance records, supervisory references, licensure, etc., at the request and discretion of the hiring agency.
  • Preferred Shift/Location: Select all location(s) and shift(s) you are willing to work on your application. Failure to do so may result in not being considered for vacancies in that specific location or shift.
  • Timely Submission: All application materials must be received by the job posting deadline. You will be unable to make revisions once you officially submit your application to the State. Late submissions are rarely accepted, with exceptions only for documented events that incapacitate individuals during the entire duration of the job posting. Request exceptions by emailing DAS.SHRM@ct.gov.
  • Salary Calculations: For current state employees, salary calculations are not necessarily comparable from one of the three branches of state government (i.e., Executive, Legislative, Judicial) to the other.
  • Note: The only way to apply to this posting is via the 'Apply' or 'Apply Online' buttons on the official State of Connecticut Online Employment Center job posting.

AFTER YOU APPLY:
  • Some email providers may experience delays or issues delivering messages. To avoid missing important updates-such as referral questionnaires or interview scheduling links-please check your Personal Status Board regularly. For added convenience, you can also enable text (SMS) notifications. To do this, log in to your Personal Status Board and select "Update My Contact Information."
  • Referral Questions: This posting may require completion of additional Referral Questions (RQs), which must be completed by the questionnaire's expiration date. If requested, RQs can be accessed via an email sent to you after the job close date or by visiting your JobAps Personal Status Board (Certification Questionnaires section).
  • Prepare For An Interview: Interviews are limited to those whose experience and training are most aligned with the role. To prepare, review this helpful Interview Preparation Guide to make the best impression!
  • Stay connected! Log in daily to your JobAps Personal Status Board to track your status and check email (including spam/junk folders) for updates and tasks.
  • The immediate vacancy is listed above, however, applications to this recruitment may be used for future vacancies in this job class.
  • Note: This position will be filled in accordance with contractual language, reemployment, SEBAC, transfer, promotion and merit employment rules. Candidates who are offered and accept a position with the State of Connecticut are bound by the State Code of Ethics for Public Officials and State employees, available at www.ct.gov/ethics.
  • This employer may participate in E-Verify and will provide the federal government with your Form I-9 information to confirm work authorization.

QUESTIONS? WE'RE HERE TO HELP:
Due to high volume, we are unable to confirm receipt or provide status updates directly. For recruitment updates, please check your Personal Status Board and review our Frequently Asked Questions. If you have additional questions about the recruitment process, reach out to Sharon McIntosh, at Sharon.McIntosh@ct.gov.
PURPOSE OF JOB CLASS (NATURE OF WORK)
In the Department of Administrative Services or in a large state agency with significant organizational change and/or quality initiatives this class is accountable for directing a unit responsible for agency wide planning, consultation, implementation and integration of organizational development and quality planning.
EXAMPLES OF DUTIES
  • Directs staff and operations of a unit;
  • Coordinates, plans and manages organizational and/or workforce development initiatives;
  • Formulates program goals and objectives;
  • Develops, implements and evaluates program policies, goals and objectives;
  • Interprets and administers pertinent laws;
  • Evaluates staff;
  • Prepares or assists in preparation of unit budget;
  • Maintains contact with individuals who might impact initiatives, plans, and programs;
  • Facilitates succession planning and develops organizational strategic plans;
  • Leads development of organizational strategic plans and/or workforce initiatives;
  • Provides consultative services to agency leaders in developing and conducting training needs analysis, organizational and/or workforce assessment and evaluation;
  • Facilitates dialogue around organizational systems to unify agency values and principles;
  • Develops and enhances systems for planning, measurement and performance evaluation as well as ongoing program monitoring;
  • Presents progress reports on initiatives to agency leadership;
  • Monitors performance improvement through use of best practices and metrics;
  • Leads the recruitment and hiring of staff, including outreach, interview and selection;
  • May lead lean operational or process improvement initiatives and results based metric;
  • May evaluate contracted consultants;
  • May assist in development of agency policy, program priorities, legislation and regulations;
  • Performs related duties as required.

KNOWLEDGE, SKILL AND ABILITY
  • Considerable knowledge of
    • and ability to apply management principles and practices;
    • relevant state and federal laws, statutes and regulations;
    • relevant agency policies and procedures;
    • current organizational and/or workforce development principles and practices;
    • current behavioral science methodologies;
    • quality management principles and techniques;
    • internal consultant practices;
  • Knowledge of human resources management;
  • Considerable
    • interpersonal skills;
    • oral and written communication skills;
  • Considerable ability to manage group processes;
  • Ability to assess training needs and determine objectives.

MINIMUM QUALIFICATIONS - GENERAL EXPERIENCE
Ten (10) years of professional experience in organizational or workforce development, quality management, organizational performance improvement or human resources management.
MINIMUM QUALIFICATIONS - SPECIAL EXPERIENCE
Two (2) years of the General Experience must have been at the full advanced working level, with responsibility for planning, developing, coordinating and implementing quality planning processes and organizational and/or workforce development programs for the purpose of improving organizational efficiency and effectiveness.
NOTE:
  • Organizational development is defined as analysis and diagnosis of an organization for planned change efforts, development and execution of successful planned change efforts, creation of a high performance organizational culture, leadership development and quality management which supports the agency's purpose, vision and mission.
  • Workforce development is defined as a people-first approach to upskilling workers for long-term success.
  • For state employees this experience is interpreted at the level of an Organizational Development Specialist.

MINIMUM QUALIFICATIONS - SUBSTITUTIONS ALLOWED
  • College training may be substituted for the General Experience on the basis of fifteen (15) semester hours equalling one-half (1/2) year of experience to a maximum of four (4) years for a Bachelor's degree.
  • A Master's degree in organizational development, organizational leadership, organizational theory and/or behavior, human resources management or a closely related field may be substituted for one (1) additional year of the General Experience.
  • A doctoral degree in organizational development, organizational studies, organizational learning or a closely related field may be substituted for one (1) additional year of the General Experience.
  • For state employees two (2) years of experience as a Director of Staff Development may be substituted for the General Experience.

PREFERRED QUALIFICATIONS
  • Experience organizing, monitoring, and tracking assignments, projects, and/or priorities to completion
  • Experience with workforce development
  • Exp

Apply