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Job outlook for organizational development specialists in the United States
Organizational development specialist job growth summary. After extensive research, interviews, and analysis, Zippia's data science team found that:
The projected organizational development specialist job growth rate is 8% from 2018-2028.
About 28,900 new jobs for organizational development specialists are projected over the next decade.
Organizational development specialist salaries have increased 6% for organizational development specialists in the last 5 years.
There are over 3,981 organizational development specialists currently employed in the United States.
There are 70,016 active organizational development specialist job openings in the US.
The average organizational development specialist salary is $71,788.
Are organizational development specialist jobs in demand?
Organizational development specialist job and salary trends over time
Organizational development specialist jobs over time
Organizational development specialist job growth rate over time
| Year | # of jobs | % of population |
|---|---|---|
| 2021 | 3,981 | 0.00% |
| 2020 | 3,913 | 0.00% |
| 2019 | 3,847 | 0.00% |
| 2018 | 3,604 | 0.00% |
| 2017 | 3,472 | 0.00% |
Average organizational development specialist salary over time
Organizational development specialist salary by year
| Year | Avg. salary | Hourly rate | % Change |
|---|---|---|---|
| 2025 | $71,788 | $34.51 | +2.4% |
| 2024 | $70,083 | $33.69 | +0.6% |
| 2023 | $69,693 | $33.51 | +0.8% |
| 2022 | $69,109 | $33.23 | +2.3% |
| 2021 | $67,575 | $32.49 | +1.4% |
Organizational development specialist jobs by state
Most common states for organizational development specialists
| Rank | State | Population | # of jobs | Employment/ 1000ppl |
|---|---|---|---|---|
| 1 | North Dakota | 755,393 | 187 | 25% |
| 2 | Minnesota | 5,576,606 | 1,355 | 24% |
| 3 | Wyoming | 579,315 | 137 | 24% |
| 4 | South Dakota | 869,666 | 202 | 23% |
| 5 | District of Columbia | 693,972 | 156 | 22% |
| 6 | Nebraska | 1,920,076 | 411 | 21% |
| 7 | Alaska | 739,795 | 157 | 21% |
| 8 | New Mexico | 2,088,070 | 414 | 20% |
| 9 | Iowa | 3,145,711 | 561 | 18% |
| 10 | Kansas | 2,913,123 | 530 | 18% |
| 11 | Georgia | 10,429,379 | 1,735 | 17% |
| 12 | Arizona | 7,016,270 | 1,145 | 16% |
| 13 | Wisconsin | 5,795,483 | 952 | 16% |
| 14 | Texas | 28,304,596 | 4,122 | 15% |
| 15 | Pennsylvania | 12,805,537 | 1,968 | 15% |
| 16 | Indiana | 6,666,818 | 987 | 15% |
| 17 | Arkansas | 3,004,279 | 453 | 15% |
| 18 | Michigan | 9,962,311 | 1,404 | 14% |
| 19 | Missouri | 6,113,532 | 875 | 14% |
| 20 | Ohio | 11,658,609 | 1,525 | 13% |
Most common cities for organizational development specialists
| Rank | City | # of jobs | Employment/ 1000ppl | Avg. salary |
|---|---|---|---|---|
| 1 | Downers Grove | 2 | 4% | $81,435 |
| 2 | Redlands | 2 | 3% | $78,879 |
| 3 | Holland | 1 | 3% | $69,103 |
| 4 | Jupiter | 1 | 2% | $60,185 |
| 5 | New Orleans | 2 | 1% | $68,159 |
| 6 | Huntsville | 1 | 1% | $64,710 |
| 7 | Richardson | 1 | 1% | $64,809 |
| 8 | Philadelphia | 3 | 0% | $79,864 |
| 9 | Washington | 3 | 0% | $87,194 |
| 10 | Seattle | 2 | 0% | $84,743 |
| 11 | Atlanta | 1 | 0% | $70,146 |
| 12 | Chicago | 1 | 0% | $81,658 |
| 13 | Cleveland | 1 | 0% | $66,519 |
| 14 | Los Angeles | 1 | 0% | $79,647 |
| 15 | Omaha | 1 | 0% | $62,540 |
Organizational Development Specialist job outlook: Expert opinions
Our panel of organizational development specialist experts
Texas A&M University - Central Texas
Saint Xavier University
University of Alaska Fairbanks
The University of Texas at El Paso
University of Memphis
Nyack College
University of Alaska Anchorage
Rocky Mountain College
University of Puget Sound
m3 Development
University of Wisconsin - Madison
Elon University School of Law
What general advice would you give to an Organizational Development Specialist?
Chad Miller Ph.D.: The study of economics and the practice of economic development are different. Economic developers need to understand how a local economy operates and basic macro/micro economics, but business and finance are more important skills than understanding economics. Economic developers typically work for local or state government organizations, chambers of commerce, or regional public-private partnerships marketing to attract business investment, retain and expand existing industry, or conduct small and entrepreneurial development programs in order create quality jobs, wealth, increase the tax base, and improve quality of life of a community. Economic developers need to be a 'jack of all trades' as they need to understand marketing, real estate development, public financing, business decision making, politics, as well as, other academic areas. Since so much different expertise is required, the ability to network is essential in order to utilize specific expertise needed to make the business investment happen.
Allen Redmon Ph.D.
Dean, College of Arts and SciencesTexas A&M University - Central Texas
Multi/Interdisciplinary Studies
What general advice would you give to an Organizational Development Specialist?
Allen Redmon Ph.D.: Those who want to maximize their earning potential should consider a company’s culture as much as the job they are taking. Every company has its own culture. Those who find the right culture for them and grow into that culture will fare better than those who just accept a job without considering the culture of a company. Those who take a job without considering the culture will almost always experience a mismatch at some point, which will require them to look for a new job sooner than expected.
What Organizational Development Specialist skills would you recommend for someone trying to advance their career?
Allen Redmon Ph.D.: One essential job trait that doesn’t get discussed enough is empathy, the ability to develop processes, statements, and objectives with the client, customer, or user in mind. Those employees or companies who start from a place of empathy will always outpace those who do not.
David Parker LL.M. Human Rights Law, LL.M. National Security Law, JD, MBA, CFE
Associate ProfessorSaint Xavier University
Business, Management, Marketing, And Related Support Services
What will help Organizational Development Specialists increase their earning potential?
David Parker LL.M. Human Rights Law, LL.M. National Security Law, JD, MBA, CFE: Build a proven record of experience and success (internships and volunteer work are excellent ways to achieve this).
Skills. Refer back to #2.
Negotiate. Know your market value and emphasize your value to the organization. Too many people 'leave money on the table' because they do not effectively negotiate their salary/compensation package. Many studies show this is particularly true of women.
What general advice would you give to an Organizational Development Specialist?
Jaunelle Celaire: Never stop learning! This may consist of going back to school, earning new certifications in your field of study, attending conferences and seminars, and making sure that your time management is always at its finest level of excellence.
What Organizational Development Specialist skills would you recommend for someone trying to advance their career?
Jaunelle Celaire: Leadership - the world needs more of these; the ability to lead, craft and grow. Digital literacy - this world is definitely turning digital and virtual is the new trend. Emotional intelligence - there is a vast number of personalities in our world today; individuals grow and it is our job to stay emotionally connected, so we can operate more effectively.
What Organizational Development Specialist skills would you recommend for someone trying to advance their career?
Hamidreza Sharifan: Do not take it for granted. Time never comes back, always think that you are working for yourself to build your resume and personality.
Ali Fatemi
Ring Companies Professor and Chair of Mechanical EngineeringUniversity of Memphis
Mechanical Engineering
What general advice would you give to an Organizational Development Specialist?
Ali Fatemi: Developing multidisciplinary skills as technology advances and being able to adapt to new technology areas in ones discipline with widespread applications such as artificial intelligence and machine learning.
What Organizational Development Specialist skills would you recommend for someone trying to advance their career?
Ali Fatemi: Research the company you will be working for and see how your skillsets and strengths, both academic and personal, match the needs of the company. Try to differentiate yourself from others with the same degree with unique qualifications, such as strong communication, teamworking, organizational, and leadership skills.
What are the biggest trends we'll see in the Organizational Development Specialist job market given the pandemic?
David Emanuel Ph.D.: Given the pandemic, I think the biggest trend that we see in the job market is the switch to functioning in a remote environment. The demand to be present in a traditional "office" is fading as more and more employers are forced to find new ways for their staff members to work at home. This opens up new opportunities for applicants because now they are less restricted to applying for work within a commutable distance. More opportunities are opening for a graduate living in New York, for example, to apply for a job with offices in Orlando. Because the need to be physically present in the office has become less crucial, employees do not need to live locally.
Ginger Blackmon
Assistant Professor of Educational LeadershipUniversity of Alaska Anchorage
College of Arts and Science; School of Education; Educational Leadership Program
What are the biggest trends we'll see in the Organizational Development Specialist job market given the pandemic?
Ginger Blackmon: I believe the biggest trends we will see in the education job market given the pandemic include an increase in the teacher shortage as a number of retirement-age professionals will choose to leave the classroom rather than risk returning the face-to-face instruction that increases their chance of exposure to the coronavirus. This trend will lead to a shift in how state departments, school districts, and university preparation programs think about the preparation of teachers and school leaders to fill these positions.
Precious McKenzie Ph.D.
Associate Professor of EnglishRocky Mountain College
Division Chair for Humanities & Fine Arts
What are the biggest trends we'll see in the Organizational Development Specialist job market given the pandemic?
Precious McKenzie Ph.D.: The pandemic has brought many new and unexpected challenges. The job market seems to be evolving. As companies have shifted to virtual meetings and remote work, employers will continue to need employees with time management and communication skills. They will need employees who are team builders. These are essential qualities especially when teams are unable to meet face-to-face because of COVID-19.
Sue Dahlin
Associate Director of Career and Employer EngagementUniversity of Puget Sound
Career and Employment Services
Are there any particularly good places in the United States for Organizational Development Specialists to find work opportunities?
Sue Dahlin: As History majors can go a lot of different directions with their degree, that's harder to pinpoint, but I can say this: when job markets tighten, it really helps for a candidate to be flexible about as much as possible, including where (geographically and by type of organization) they'll consider working. Starting in locations where you have a good network can be a good strategy. Always look at that first role out of school as a learning opportunity and a chance to build new skills. You don't have to be tied to it forever.
What technology do you think will become more important and prevalent for Organizational Development Specialists in the next 3-5 years?
Michael Baker: The non-profit sector, like every sector, has been impacted greatly by technology. I believe innovation and disruption from technology is a key tool for making non-profits more efficient and effective. AI is already being used by the big non-profits and will become more common throughout our sector in mid-sized and small non-profit organizations when it is more cost-effective. The current, future and recent graduates are mostly Generation Z. This is the generation that was born into and has grown up with the internet and technology. The most important technology is and will continue to be online and mobile. Non-profits need to continue developing and investing in technology, tools, and support systems to meet the needs of their mission. Technology has brought us the internet, social media, the cloud, cashless forms of payments, automating work, evaluation tools creating dashboards that automatically monitor performance, electronic health records, and will continue to evolve. I believe machine-based learning and artificial intelligence are technology now and for the future. Technology that supports transparency, engagement, impact, and data analytics will be what is important in the next 3 to 5 years for non-profit organizations.
What Organizational Development Specialist skills would you recommend for someone trying to advance their career?
Michael Baker: I am a big fan of graduate’s taking a gap year to help get themselves set-up for success in their career. I recommend finding what you're passionate about that is employable. For example, if you want to work in the non-profit sector and have a specific area that has impacted you in your life, find an organization you can volunteer with that aligns with your specific area of interest. Some organizations will offer internships to recent graduates; if you have an interest in the cause, go for it. Those internships will help you determine if this is the direction you want to go, or not, for your career. Also, take advantage of career counseling services offered by the institution you just graduated from. They can help you by providing guidance and assessment tools to help you identify your skills, interests, and areas you need to develop. Good assessment tests are the Myers-Briggs Type Indicator, DISC Assessment, and others.
I also think those taking a gap year use the time wisely to develop relationships with fellow graduates, alumni, potential employers, friends, and family. Have an introductory networking conversation with someone in an interesting field you might want to work in. Taking the initiative shows you are resourceful and seeking others' advice. All should be on LinkedIn and take advantage of networking. Look for, and join, professional association young professional groups in your area of interest. When able to participate in webinars, Zooms, online conferences, professional development seminars, graduate test preparation courses, training, networking events, and other opportunities to learn and build your network. Gap year graduates should be focused on acquiring the skills you need for your next step, whether it is going to work or graduate school. For everyone, the skills needed are different. I always recommend graduates enhance their interpersonal communication abilities, learn to listen to others, develop writing skills, focus on developing task-oriented habits to actually get things done (For example: Making a to-do list for every day and sticking to it; repetition will build this habit and needed skill set), take the time to learn what the dress-code looks like in the professional environment you want to be in, be aware and knowledgeable of the latest in technology, and continue to ask questions. This is a great time in your life; take advantage of it.
What technology do you think will become more important and prevalent for Organizational Development Specialists in the next 3-5 years?
Michael Baker: The non-profit sector, like every sector, has been impacted greatly by technology. I believe innovation and disruption from technology is a key tool for making non-profits more efficient and effective. AI is already being used by the big non-profits and will become more common throughout our sector in mid-sized and small non-profit organizations when it is more cost-effective. The current, future and recent graduates are mostly Generation Z. This is the generation that was born into and has grown up with the internet and technology. The most important technology is and will continue to be online and mobile. Non-profits need to continue developing and investing in technology, tools, and support systems to meet the needs of their mission. Technology has brought us the internet, social media, the cloud, cashless forms of payments, automating work, evaluation tools creating dashboards that automatically monitor performance, electronic health records, and will continue to evolve. I believe machine-based learning and artificial intelligence are technology now and for the future. Technology that supports transparency, engagement, impact, and data analytics will be what is important in the next 3 to 5 years for non-profit organizations.
How do you envision technology impacting Organizational Development Specialists in the next 5 years?
Greg Reed: Real estate has been slow and reluctant to adapt to technological advances and find ways to harness data. Many industry disruptors have successfully demonstrated the ability to use technology and data to improve property performance through higher energy efficiency, analyzing performance metrics, and integrated systems that combine multiple operational property components. Being open to technological change and performing the cost benefit analyses required to gauge the value of technical implementation will be a required skill set.
How do you envision technology impacting Organizational Development Specialists in the next 5 years?
Melissa Duncan: Technology has a tremendous impact on the legal field right now, as law firms and other traditional providers have had to adapt to remote and paperless work during the COVID-19 pandemic. I expect those trends to continue beyond the epidemic, and for technology to continue to impact efficiencies in legal research in the next five years.