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Vp Organizational Development Jobs (NOW HIRING)

The Michaels Organization

VP Development

Camden, NJ · On-site

$170K - $190K/yr

Overview The Michaels Organization is a national leader in residential real estate offering full ... The Vice President of Development works closely with the regional development team and home office ...

The Michaels Organization

VP Development

Camden, NJ · Hybrid

Overview The Michaels Organization is a national leader in residential real estate offering full ... The Vice President of Development works closely with the regional development team and home office ...

The LaSalle Group

VP of People & Culture

Barrington, IL · On-site

$120K - $140K/yr

Partner closely with executive leadership on workforce planning and organizational development ... Vice President of People & Culture looking to make a meaningful impact within a purpose-driven ...

NDWA

Vice President of Development

New York, NY · On-site

Job Title: Vice President of Development Position: Full-Time Reports To: Chief External Affairs ... We see the next era of our organization as an opportunity to move domestic work from newfound ...

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Vp Organizational Development information

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$65.5K

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How much do vp organizational development jobs pay per year?

As of Jul 1, 2026, the average yearly pay for vp organizational development in the United States is $147,428.00, according to ZipRecruiter salary data. Most workers in this role earn between $115,000.00 and $175,500.00 per year, depending on experience, location, and employer.

What does a VP of Organizational Development do?

A VP of Organizational Development is responsible for guiding and implementing strategies to improve an organization's effectiveness, culture, and growth. They oversee talent management, leadership development, change management initiatives, and organizational design. This role often collaborates with senior leadership to ensure the company’s structure and processes align with its goals and values. Their work helps foster a productive work environment and supports overall business success.

What is the difference between Vp Organizational Development vs Organizational Development Manager?

AspectVp Organizational DevelopmentOrganizational Development Manager
CredentialsTypically requires advanced degrees (MBA, PhD) and extensive experience in HR or ODBachelor's or Master's in HR, Business, or related field; certifications like ODCP are common
Work EnvironmentStrategic leadership role, often part of executive team, overseeing multiple departmentsOperational role, focusing on implementing OD initiatives within teams or departments
Employer & Industry UsageUsed in large corporations across various industries, especially in HR and talent developmentCommon in mid to large organizations, focusing on change management and employee development

The Vp Organizational Development is a senior strategic role guiding company-wide OD initiatives, while the Organizational Development Manager focuses on executing these initiatives at a departmental level. Both roles require strong OD credentials, but the VP typically has broader strategic responsibilities.

How does a VP of Organizational Development typically collaborate with executive leadership and other departments?

A VP of Organizational Development works closely with executive leadership to align organizational strategies with business goals, often facilitating strategic planning sessions and change management initiatives. They regularly partner with HR, department heads, and cross-functional teams to assess talent development needs, implement leadership training programs, and enhance organizational culture. Collaboration is key, as the VP must ensure buy-in for development initiatives and support smooth communication across all levels of the organization. This role often involves mediating between various stakeholders to balance business objectives with employee engagement and growth.

What are the key skills and qualifications needed to thrive as a VP of Organizational Development, and why are they important?

To thrive as a VP of Organizational Development, a strong background in organizational psychology, talent management, and change leadership is essential, typically supported by an advanced degree in HR, business, or a related field. Familiarity with HRIS platforms, learning management systems, and certifications such as SHRM-SCP or SPHR are commonly required. Strategic thinking, influence, and exceptional communication skills set top performers apart in this role. These capabilities are vital for driving large-scale transformation, fostering a positive culture, and aligning workforce strategies with organizational goals.
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Vp Organizational Development jobs near you
Senior Vice President for Workforce Development

Senior Vice President for Workforce Development

JEVS Human Services

Philadelphia, PA

Other

Posted 13 days ago

JEVS Human Services rating

6.3

Company rating: 6.3 out of 10

Based on 7 frontline employees who took The Breakroom Quiz

Job description

Sr. Vice President Workforce Development

Position Overview

The Senior Vice President for Workforce Development is responsible for the provision of leadership to and the overall operation of the Workforce Development programs.

Key Responsibilities:
  • Oversees day-to-day affairs of the programs under WD by setting operational priorities and responsibilities for Vice Presidents and other direct reports.
  • Conducts environmental scans in which WD, its staff/programs operate to note trends, changes in policy opportunities/direction for enhancement, expansion and/or new Development.
  • Works collaboratively with JEVS staff to identify priority project/programs for program/service enhancements and/or expansion of present offerings, new business, service innovation, and contract renewal.
  • Works with the Finance Department in collaboration with the WD management staff to assure financial stability of programs.
  • Works collaboratively with management staff to design and implement systems to assure a commitment to continuous quality improvement.
  • Oversees the provision of timely and accurate compliance with funding source and organizational policies and procedures.
  • Manages people and resources effectively and efficiently for the proper operation of the organization and its programs.
  • Works collaboratively with Human Resources Department and other staff around recruitment, staff development and retention, while vigorously supporting and participating in the organization’s management training.
  • Provides direction for various divisions/programs, set priorities and goals for the work that is conducted in collaboration with the Public Relations/Communications Department and other staff in the development of marketing plans/materials.
  • Represents JEVS to funding sources, government entities, advocacy groups, and the general public and builds relationships with representatives of these groups.
  • Works closely with the Advancement Team, VPs and program leaders to set priorities in the exploration of opportunities and development of projects for funding.
  • Provides technical assistance and support to other divisions/programs for strategic and long-range planning, for organizational development, for the development of goals and priorities related to program enhancement, expansion and diversification.
  • Provides support to the President/CEO, CPO and DCEW and the board of directors. Works with the SVP team to find opportunities to identify and share resources and collaborate on programs.
  • Monitor organizational performance through established metrics and key performance indicators, implementing corrective actions as necessary to ensure targets are consistently met or exceeded.
  • Lead efforts to identify and execute growth opportunities that strengthen organizational sustainability, increase revenue, and expand service impact.
  • Serve as a visible ambassador for the organization by cultivating relationships with referral sources, community partners, industry associations, employers, healthcare systems, government agencies, and other key stakeholders to promote services and advance organizational goals.
  • Continuously assess market trends, competitive forces, customer needs, and emerging opportunities, recommending, and implementing strategies that maintain and enhance the organization's competitive position.
  • Drive innovation, operational excellence, and continuous improvement initiatives that improve outcomes, increase efficiency, and strengthen organizational performance.
  • Foster a culture of accountability by setting clear expectations, monitoring results, addressing performance concerns, and developing high-performing leaders and teams.
  • Accept ultimate responsibility for the success of assigned division by proactively identifying challenges, removing barriers, and ensuring strategic, operational, and financial objectives are achieved.

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