Alternate Job Titles: Director of OD, Director of Organizational Development, OD Director, Organizational Development Director
How much does a Organizational Development Director make? The median annual Organizational Development Director salary is $142,849, as of January 30, 2018, with a range usually between $115,124-$163,092, however this can vary widely depending on a variety of factors. Our team of Certified Compensation Professionals has analyzed survey data collected from thousands of HR departments at companies of all sizes and industries to present this range of annual salaries for people with the job title Organizational Development Director in the United States.
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This chart describes the expected percentage of people who perform the job of Organizational Development Director in the United States that make less than that annual salary. For example the median expected annual pay for a typical Organizational Development Director in the United States is $142,849, so 50% of the people who perform the job of Organizational Development Director in the United States are expected to make less than $142,849.
Source: HR Reported data as of January 30, 2018
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This chart describes the expected percentage of people who perform the job of Organizational Development Director that make less than that salary. For example 50% of the people who perform the job of Organizational Development Director are expected to make less than the median.
Source: HR Reported data as of February 2018
Directs the design, planning, and implementation of corporate organizational development programs, policies, and procedures. Approves change management initiatives and suggests enhancements to existing programs. Oversees the goal of establishing the human capital of the organization as a critical component in accomplishing business goals. Proposes changes to organizational structure to leverage talent and provide development opportunities to key leaders in the organization. Requires a bachelor's degree. Typically reports to top management. Manages a departmental sub-function within a broader departmental function. Creates functional strategies and specific objectives for the sub-function and develops budgets/policies/procedures to support the functional infrastructure. Deep knowledge of the managed sub-function and solid knowledge of the overall departmental function. Typically requires 5+ years of managerial experience. View full job description