Organizational Development Specialist Jobs

Required or preferred licenses and certifications for Organizational Development Specialist positions.

The following top skills are often required or desired to land a Organizational Development Specialist position

• Acquisitions
• Adult Education
• Adult Learning Theory
• Bachelors
• Business Strategy
• Career Counseling
• Career Development
• Change Management
• Coaching
• Collaboration
• Communication Skills
• Consulting
• Culture Change
• Design
• Diversity & Inclusion
• Driving
• Employee Development
• Employee Engagement
• Employee Retention
• Executive Coaching
• HR Analytics
• HR Leadership
• HR Strategy
• HR Systems
• Human Capital Management (HCM)
• Human Resources
• Human Resources Management
• Implementation
• Leadership
• Leadership Development
• Learning and Development
• Learning Management System
• Management
• Management Development
• Microsoft Excel
• Microsoft Office
• Microsoft PowerPoint
• Offboarding
• Onboarding
• Organization
• Organization Design
• Organizational Development
• Organizational Effectiveness
• Performance Management
• Planning
• Presentation
• Prioritizing
• Problem Solving
• Project Management
• Psychology
• Reporting
• Scheduling
• Software
• Staff Supervision
• Strategy Development
• Succession Planning
• Talent Acquisition
• Talent Development
• Talent Management
• Training and Development
• Training Creation & Facilitation
• Workday HCM
• Workforce Development
• Workforce Planning

Here are some other career titles that require similar skills

Top hiring companies for Organizational Development Specialist positions

A key component of securing human resources jobs – jobs in any industry, for that matter – is networking. Individuals looking to begin or advance their human resources careers should strongly consider joining an organization just for HR professionals. By being active in an industry-specific association, you will make invaluable connections, have the opportunity to grow professionally through training and certification programs, and increase your credibility as an HR expert.

HR is at a crossroads. For many years now the profession has existed with a fundamental dichotomy between employee advocate (functioning as a fair/impartial third-party ombudsman) vs. business leader (serving the needs of the company and executing initiatives such as RIFs or outplacements that seem to clash directly with the employee advocacy role).

Whether you’re just starting out on your HR career path or ready advance your career in HR, check out this advice to reach your goals.