Organizational Development Coordinator Jobs
Organizational Development Coordinator jobs are open across healthcare, higher education, financial services, and large enterprises, from entry-level to senior coordinator, with specializations in learning and development, change management, and talent programs. See the openings below and apply to the ones that match your experience.
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Qualifications
Education
- Bachelor’s degree in human resources, business administration, organizational development, public administration, nonprofit management, or a related field required.
- Master’s degree in human resources, organizational leadership, business administration, public administration, or a related field preferred.
- An equivalent combination of relevant education and executive-level experience may be considered.
Required Experience
- At least 10 years of progressively responsible human resources experience, including at least five years in senior HR leadership with responsibility for multiple HR disciplines.
- Demonstrated experience advising a CEO, executive team, or comparable senior leadership group.
- Experience overseeing compensation, benefits, employee relations, talent acquisition, compliance, performance management, and HR operations.
- Demonstrated experience leading organizational change, workforce planning, leadership development, or organizational development initiatives.
- Experience developing and using HR metrics to support executive decision-making.
Preferred Experience
- Union/labor relations and collective bargaining experience (strongly preferred).
- Experience in a complex, multi-program, multi-location, or highly regulated organization (strongly preferred).
- Experience supporting an organization of comparable workforce size and complexity.
- Nonprofit, community action, human services, early childhood, healthcare, education, or comparable mission-driven experience.
Certification
- SHRM-SCP, SPHR, or an equivalent senior-level professional certification preferred.
Knowledge, Skills, and Abilities
- Executive-level judgment/ability to connect workforce strategy with org mission, operations, finance, and service delivery.
- Comprehensive knowledge of human resources practices and applicable employment law.
- Strong understanding of organizational development, change management, leadership development, and workforce planning.
- Demonstrated ability to lead through organizational growth and complexity.
- Strong labor and employee relations capability.
- Ability to balance mission, employee needs, operational requirements, compliance, and financial constraints.
- Financial and business acumen, including the ability to analyze the cost and organizational impact of workforce recommendations.
- Ability to use data to identify risks, set priorities, and measure progress.
- Strong executive communication, facilitation, negotiation, and presentation skills.
- Ability to build productive working relationships at all levels of the organization.
- Ability to address conflict, performance concerns, and sensitive issues directly and respectfully.
- Strong project management and prioritization skills.
- High standards of discretion, ethics, integrity, and confidentiality.
- Demonstrated commitment to TEAM’s mission and values.
Physical and Work Requirements
- Ability to perform the essential functions of this executive office position, with or without reasonable accommodation.
- Regular use of computers, virtual meeting technology, and standard office equipment.
- Ability to communicate effectively in person, in writing, by telephone, and on virtual platforms.
- Ability to travel between TEAM locations and attend community, Board, employee, and organizational events as required.
- Occasional evening commitments for Board meetings, negotiations, organizational events, or urgent employee matters.
Other Duties
This job description outlines the principal responsibilities and qualifications of the position and is not intended to be an exhaustive list of duties. Responsibilities may change as TEAM’s mission, programs, funding, workforce, and organizational needs evolve.
Qualifications
Education
- Bachelor’s degree in human resources, business administration, organizational development, public administration, nonprofit management, or a related field required.
- Master’s degree in human resources, organizational leadership, business administration, public administration, or a related field preferred.
- An equivalent combination of relevant education and executive-level experience may be considered.
Required Experience
- At least 10 years of progressively responsible human resources experience, including at least five years in senior HR leadership with responsibility for multiple HR disciplines.
- Demonstrated experience advising a CEO, executive team, or comparable senior leadership group.
- Experience overseeing compensation, benefits, employee relations, talent acquisition, compliance, performance management, and HR operations.
- Demonstrated experience leading organizational change, workforce planning, leadership development, or organizational development initiatives.
- Experience developing and using HR metrics to support executive decision-making.
Preferred Experience
- Union/labor relations and collective bargaining experience (strongly preferred).
- Experience in a complex, multi-program, multi-location, or highly regulated organization (strongly preferred).
- Experience supporting an organization of comparable workforce size and complexity.
- Nonprofit, community action, human services, early childhood, healthcare, education, or comparable mission-driven experience.
Certification
- SHRM-SCP, SPHR, or an equivalent senior-level professional certification preferred.
Knowledge, Skills, and Abilities
- Executive-level judgment/ability to connect workforce strategy with org mission, operations, finance, and service delivery.
- Comprehensive knowledge of human resources practices and applicable employment law.
- Strong understanding of organizational development, change management, leadership development, and workforce planning.
- Demonstrated ability to lead through organizational growth and complexity.
- Strong labor and employee relations capability.
- Ability to balance mission, employee needs, operational requirements, compliance, and financial constraints.
- Financial and business acumen, including the ability to analyze the cost and organizational impact of workforce recommendations.
- Ability to use data to identify risks, set priorities, and measure progress.
- Strong executive communication, facilitation, negotiation, and presentation skills.
- Ability to build productive working relationships at all levels of the organization.
- Ability to address conflict, performance concerns, and sensitive issues directly and respectfully.
- Strong project management and prioritization skills.
- High standards of discretion, ethics, integrity, and confidentiality.
- Demonstrated commitment to TEAM’s mission and values.
Physical and Work Requirements
- Ability to perform the essential functions of this executive office position, with or without reasonable accommodation.
- Regular use of computers, virtual meeting technology, and standard office equipment.
- Ability to communicate effectively in person, in writing, by telephone, and on virtual platforms.
- Ability to travel between TEAM locations and attend community, Board, employee, and organizational events as required.
- Occasional evening commitments for Board meetings, negotiations, organizational events, or urgent employee matters.
Other Duties
This job description outlines the principal responsibilities and qualifications of the position and is not intended to be an exhaustive list of duties. Responsibilities may change as TEAM’s mission, programs, funding, workforce, and organizational needs evolve.
Organizational Development Coordinator Jobs by Experience Level
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Find JobsOrganizational Development Coordinator Job Market
Who's Hiring
Top Industries Hiring
- Biotechnology & Pharmaceuticals
- Healthcare & Medical Services
- Education
- Mining & Natural Resources
What Employers Look For
The qualifications that appear most often in organizational development coordinator jobs.
- Bachelor's degree in human resources, organizational psychology, business, or a related field
- Experience designing or coordinating employee training and development programs
- Proficiency with learning management systems and HR information platforms
- Familiarity with change management methodologies such as Prosci or Kotter
- Strong facilitation, presentation, and stakeholder communication skills
- Experience conducting needs assessments and measuring program effectiveness
Tips for Your Organizational Development Coordinator Job Search
Tailor your resume to OD frameworks
Hiring managers for organizational development coordinator roles look for explicit references to frameworks like ADDIE, Kirkpatrick, or Prosci ADKAR. If you've used any of these, name them directly in your work history rather than burying them in a skills list.
Highlight facilitation and program metrics
Generic training experience won't stand out. Describe programs you facilitated, the audience size, and any measurable outcome you tracked, like completion rates, engagement scores, or post-training performance changes. Numbers tied to outcomes signal readiness for a coordinator role.
Apply early to roles that fit
Migrate Mate lists organizational development coordinator openings from across the United States in one place, so you can find roles that match and apply directly to each listing.
Target postings by industry context
Organizational development coordinator work looks very different in a 500-person hospital system versus a tech startup. Filter your search by industry and read the job description for cues about whether the role is change-heavy, compliance-driven, or focused on culture and engagement.
Prepare a change management scenario
Interviewers for OD coordinator roles almost always ask how you've supported a change initiative. Prepare a specific example that covers the problem, your role in the rollout, stakeholder communication, and what you would do differently. Vague answers about 'being adaptable' won't cut it.
Negotiate scope before you negotiate salary
Before accepting an offer, clarify whether you'll own program design or only coordinate logistics. Organizational development coordinator roles vary widely in autonomy, and a narrower scope can limit your growth. Getting clarity upfront helps you evaluate offers on more than just compensation.
Organizational Development Coordinator Jobs: Frequently Asked Questions
Which companies are hiring the most organizational development coordinators?
The most active employers for organizational development coordinators right now are Golden 1 Credit Union, Arrowhead Pharmaceuticals, and CRUSOE, and the most openings are in California, Wisconsin, and Pennsylvania, based on current listings on Migrate Mate as of November 2026. Healthcare systems, universities, and large financial services firms consistently post the highest volume of these roles.
How many organizational development coordinator jobs are remote?
About 68% of organizational development coordinator openings are fully remote or hybrid as of November 2026, though availability varies by employer size and industry. Roles focused on e-learning content, needs analysis, and program administration tend to be the most remote-friendly, while positions with heavy in-person facilitation or on-site culture work typically require a physical presence.
How do you become an organizational development coordinator?
Most employers expect a bachelor's degree in human resources, organizational psychology, or business, combined with hands-on experience coordinating training or change programs. Building familiarity with a recognized change management framework and an LMS platform strengthens your candidacy considerably. Certifications like the CPTD from ATD or a Prosci Change Practitioner credential can help you compete for roles that prioritize OD specialization over general HR experience.
Can I get an organizational development coordinator job with little experience?
Yes, entry-level organizational development coordinator roles exist, and employers often hire candidates from adjacent backgrounds such as HR coordination, training facilitation, or project support. The strongest entry-level candidates can point to a specific initiative they helped implement, whether through an internship, a volunteer program, or a cross-functional project at a previous job. Framing your experience around outcomes rather than tasks makes a meaningful difference at this level.
What does the organizational development coordinator interview process look like?
Most processes include a phone screen with HR, followed by one or two rounds with the OD team lead or HR director. Expect at least one behavioral question asking you to walk through a program you coordinated from planning to evaluation. Some employers add a practical component, such as a needs assessment exercise or a short presentation outline, to assess how you approach instructional design or change communication before making an offer.
Where can I find and apply to organizational development coordinator jobs?
You can find and apply to organizational development coordinator jobs on Migrate Mate, which lists current openings from across the United States. Search for roles that fit your experience level and industry background, then apply directly to each listing that matches what you're looking for.
See All 83 Organizational Development Coordinator Jobs
Find roles that match your experience and apply in just a few clicks.
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