HR Career Map
Map out your dream career and discover your next move
This page is designed for desktop use only.

Step 1. Click any role on the career map to see all the details.

Your career path
Step 2. Tell us about your current role and we'll show variuos directions you can go in. Or build your own custom journey.
Select your current role to see popular career paths
Junior Senior
Junior
Benefits Administrator
Benefits Manager
Chief Diversity Officer
Chief Learning Officer
Chief People Officer (CHRO)
Comp and Ben Specialist
DEIB Manager
DEIB Officer
DEIB Specialist
Director Total Rewards
Divisional/ Regional HR Head
Global HR Business Partner
Head of Digital HR
Head of Employee Experience
Head of HR
Head of Talent Acquisition
Headhunter
Helpdesk Support Agent
HR Administrator
HR Business Partner
HR Consultant
HR Coordinator
HR Data Administrator
HR Data Scientist
HR Director
HR Officer
HR Operations Manager
HR Project Manager
HR Scrum Manager
HRIS Analyst
Industrial Relations Executive
Industrial Relations Specialist
Internal Comms Consultant
Learning and Development Administrator
Learning and Development Consultant
Learning and Development Manager
OD Administrator
OD Executive
OD Head
OD Specialist
Payroll Administrator
Payroll Manager
Payroll Team Lead
People Analytics Head
Recruitment Consultant
Senior HR Business Partner
Shared Services Executive
Shared Services Manager
Talent Acquisition Specialist
Talent Manager
Talent Researcher
Training Facilitators
Horizontal scroll to see whole map
Back

OD Executive

The OD Executive is responsible for driving the Organizational Development strategy across all specialist portfolios in alignment with the People Strategy. The Organizational Development Executive drives the improvement of organizational effectiveness through the application of specialist people practices with a specific focus on culture and leadership. The portfolio could include managing performance management, organizational design, employee wellbeing and value proposition and other specialist portfolios.
HR Role family: Solution architect
Salary range: $140,000 - 172,000Gross salary range estimation based on US salary benchmark data collected in 2022
Work experience: 12+ yearsAverage minimum year of (relevant) work experience required for this role.

Key Responsibilities

Responsible for leading the organizational development and effectiveness strategy
Responsible for the design and development of relevant organizational development initiatives at executive level
Lead and manage the talent management program, including talent acquisition, retention, and succession planning
Design and implement change management strategies to support organizational change initiatives

Skills & Competencies

Analytics Translation
Builds Trust
Business Advisory/Partnering/Generalist
Co-creates Strategy
DEIB, Employee Experience and Culture
Develops and Coaches
Driven Results
Employee Health
Employee Relations and Labour
Engages People
Inspire and Motivates
Interprets context
L&D/Leadership Development
Leads with empathy
Manages Conflict
Organizational Development and Design
Safety and Wellbeing
Sets direction
Solves Problems
Talent and Performance Management

Career paths

Path 1
Path 2
Path 3
OD Executive
Chief People Officer (CHRO)
OD Executive
Head of Employee Experience
Chief Diversity Officer
Chief People Officer (CHRO)
OD Executive
HR Director
Chief Learning Officer

Training programs

Certificate Program

Digital HR Strategy

Entry-Level | 7 hours

Gain the skills and knowledge you need to create an effective digital HR strategy.

Certificate Program

Organizational Development

Intermediate | 31 hours

Gain the skills and expertise to help your organization thrive, now and in the future.

More details & resources

Job Description Template: OD Executive

The Organizational Development Executive is responsible for leading and implementing initiatives that support the development and growth of our organization.

Key Responsibilities:

  • Develop and implement organizational development strategies that support the growth and development of the organization
  • Lead and manage the talent management program, including talent acquisition, retention, and succession planning
  • Collaborate with department leaders to identify training and development needs and design and implement programs to meet those needs
  • Lead and manage the employee engagement program, including employee surveys, action planning, and follow-up
  • Collaborate with HR team members to develop and implement policies and procedures that support the organization's culture and values
  • Design and implement change management strategies to support organizational change initiatives
  • Develop and manage the HR budget for organizational development activities
  • Stay up-to-date on trends and best practices in organizational development and talent management

Qualifications:

  • Bachelor's degree in HR, Organizational Development, or related field
  • 5+ years of experience in organizational development, talent management, or related field
  • Experience in leading and managing complex projects
  • Experience in designing and implementing talent management and employee engagement programs
  • Strong communication, interpersonal, and presentation skills
  • Demonstrated ability to build and maintain strong relationships with internal stakeholders
  • Strong analytical and problem-solving skills

Detailed Responsibilities & Tasks

  • Develop and implement organizational development strategies that support the growth and development of the organization
  • Lead and manage the talent management program, including talent acquisition, retention, and succession planning
  • Collaborate with department leaders to identify training and development needs and design and implement programs to meet those needs
  • Lead and manage the employee engagement program, including employee surveys, action planning, and follow-up
  • Collaborate with HR team members to develop and implement policies and procedures that support the organization's culture and values
  • Design and implement change management strategies to support organizational change initiatives
  • Develop and manage the HR budget for organizational development activities
  • Stay up-to-date on trends and best practices in organizational development and talent management

Detailed Skills Description

  • Analytical skills: The ability to analyze and interpret data to identify patterns, trends and gaps, and make informed decisions based on the analysis.
  • Communication skills: Excellent communication skills to effectively communicate with stakeholders across all levels of the organization, as well as to facilitate training and coaching sessions.
  • Change management: Ability to design and execute change management strategies and interventions to support organizational change.
  • Project management: Strong project management skills to oversee multiple projects and initiatives, ensuring they are delivered on time and within budget.
  • Business acumen: A good understanding of the organization's overall business objectives, industry trends and market conditions, to provide effective OD strategies.
  • Relationship building: Ability to build strong relationships with key stakeholders across the organization, including senior management, employees, and external partners.
  • Coaching and mentoring: Ability to provide coaching and mentoring to managers and employees, to improve their skills and capabilities, and achieve better organizational outcomes.
  • Leadership skills: Strong leadership skills to motivate and inspire others, and to lead a team of OD professionals.
  • Data analysis: Ability to use data analytics to identify trends, patterns and gaps in organizational performance and develop appropriate OD interventions.
  • Creativity and innovation: Ability to develop creative and innovative solutions to complex organizational challenges, and to continuously improve and enhance the effectiveness of the organization

KPIs for this role

  • Organizational effectiveness: assessing the performance of the organization as a whole, identifying areas for improvement, and implementing strategies to enhance productivity and efficiency.
  • Succession planning: developing and implementing a comprehensive succession plan to ensure the continuity of business operations.
  • Talent management: managing the talent pipeline by identifying, developing, and retaining top talent within the organization.
  • Change management: leading the implementation of changes to business processes, systems, and culture, while ensuring minimal disruption to operations and maintaining employee engagement.
  • Learning and development: designing and delivering learning and development programs to support employee growth and development.