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Training Organizational Development Jobs (NOW HIRING)

Arthrex

Manager - Organizational Development

Naples, FL · On-site

Also, they will partner with trainers, instructional designers and the visualization team to support organization-wide talent development initiatives. They will act as a resource for coaching, team ...

Vallen

Manager Organizational Development

Belmont, NC · On-site

The Organizational Development Manager is responsible for leading enterprise training, development ... This role oversees a team of trainers responsible for delivering training during new customer ...

Goodyear

Organizational Development Partner

Akron, OH · On-site

... training, leadership development, succession planning, performance management and change management]) * Experience working in large, complex global organizations working with HR Leaders and ...

Gerdau

Organizational Development Specialist

Tampa, FL · On-site

Analyzes training needs of the organization and formulates development solutions. * Supports and assists implementation of programs to develop and retain employees. * Supports engagement and culture ...

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How much do training organizational development jobs pay per hour?

As of Aug 28, 2026, the average hourly pay for training organizational development in the United States is $24.49, according to ZipRecruiter salary data. Most workers in this role earn between $19.71 and $24.28 per hour, depending on experience, location, and employer.

What is training and organizational development?

Training and organizational development (OD) refers to the processes and strategies used to improve the skills, knowledge, and effectiveness of employees and the overall organization. This field focuses on designing and implementing training programs, leadership development, change management, and initiatives that foster a positive workplace culture. The goal is to align talent development with organizational goals, enhance productivity, and support long-term growth and adaptability.

How does a training organizational development professional typically collaborate with other departments to drive company-wide initiatives?

Training Organizational Development professionals frequently work cross-functionally with HR, department managers, and executive leadership to assess training needs and align development programs with organizational goals. They often facilitate workshops, participate in strategic planning sessions, and gather feedback from various teams to ensure that learning initiatives are relevant and impactful. Building strong relationships across departments is essential for gaining buy-in and effectively implementing company-wide change management or upskilling projects. This collaborative approach helps create a culture of continuous improvement and supports broader business objectives.

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

To thrive as a Training and Organizational Development Specialist, you need expertise in instructional design, adult learning principles, and organizational behavior, often supported by a degree in HR, education, or a related field. Familiarity with learning management systems (LMS), e-learning authoring tools, and certifications such as CPTD or SHRM-CP are typically valuable. Strong communication, facilitation, and change management skills help you engage diverse audiences and drive organizational improvement. These skills are crucial for designing impactful training programs and fostering a positive, adaptive workplace culture.

What is the difference between Training Organizational Development vs Training Coordinator?

AspectTraining Organizational DevelopmentTraining Coordinator
Primary FocusEnhancing organizational effectiveness through strategic training and development initiativesCoordinating and delivering training sessions to employees
Required CredentialsBachelor's or master's in HR, Organizational Development, or related fields; certifications like CPLP or SHRM-CPHigh school diploma or bachelor's; certifications like ATD or internal training certifications
Work EnvironmentCorporate offices, consulting firms, or HR departmentsCorporate training departments, educational institutions, or corporate offices
Employer & Industry UsageUsed across industries for strategic development rolesCommon in corporate, educational, and nonprofit sectors for training delivery

Training Organizational Development professionals focus on strategic initiatives to improve overall organizational effectiveness, while Training Coordinators handle the logistics and delivery of training programs. Both roles are essential but differ in scope and responsibilities.

What cities are hiring for Training Organizational Development jobs?

Cities with the most Training Organizational Development job openings:

What states have the most Training Organizational Development jobs?

States with the most job openings for Training Organizational Development jobs include:

Training Organizational Development jobs near you
Infographic showing various Training Organizational Development job openings in the United States as of August 2026, with employment types broken down into 1% As Needed, 83% Full Time, 15% Part Time, and 1% Contract. Highlights an 86% Physical, 1% Hybrid, and 13% Remote job distribution, with an average salary of $50,936 per year, or $24.5 per hour.

Director Organizational Development

Stoughton, WI • On-site

Stoughton Trailers
Trucking • 1 - 5K employees

5.3

Company rating: 5.3 out of 10

Based on 14 frontline employees who took The Breakroom Quiz

478th of 495 rated machine equipment manufacturers

Uninterrupted breaks

Learn more about Stoughton Trailersexternal

Full-time

Re-posted 28 days ago

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

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