How to hire an organizational effectiveness director

How to hire an organizational effectiveness director, step by step

Here's a step-by-step organizational effectiveness director hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write an organizational effectiveness director job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new organizational effectiveness director
• Step 8: Go through the hiring process checklist

What does an organizational effectiveness director do?

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1. Identify your hiring needs

   Before you post your organizational effectiveness director job, you should take the time to determine what type of worker your business needs. While certain jobs definitely require a full-time employee, it's sometimes better to find an organizational effectiveness director for hire on a part-time basis or as a contractor.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   You should also consider the ideal background you'd like them an organizational effectiveness director to have before you start to hire. For example, what industry or field would you like them to have experience in, what level of seniority or education does the job require, and how much it'll cost to hire an organizational effectiveness director that fits the bill.

   This list presents organizational effectiveness director salaries for various positions.

   Type of Organizational Effectiveness Director	Description	Hourly rate
   Organizational Effectiveness Director	Training and development managers plan, direct, and coordinate programs to enhance the knowledge and skills of an organization’s employees. They also oversee a staff of training and development specialists.	$27-76
   Customer Development Manager	A customer development manager is responsible for planning and coordinating product sales to ensure that the customers' needs are met consistently and constantly. It is your job to look for growth opportunities, understand customers, categories, and consumers to increase sales, and coordinate with other departments to fulfill the needs of customers... Show more	$31-61
   HSE Manager	A health, safety, and environmental (HSE) manager is primarily in charge of spearheading and overseeing a company's health and safety programs. Their responsibilities typically revolve around coordinating with different departments to gather data, assessing existing programs and policies to identify areas needing improvement, implementing solutions on issues and concerns, developing strategies to execute programs, and creating new safety policies as necessary... Show more	$28-58

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Business Development
   • Continuous Improvement
   • Development Strategy
   • Project Management
   • Employee Engagement
   • Human Resources
   • Organization Effectiveness
   • Succession Planning
   • Process Improvement
   • Organization Development
   • Professional Development
   • Organizational Performance
   • Sigma
   • Organizational Design

   Check all skills

   Responsibilities:

   • Develop compelling PowerPoint presentations, manage online sign-ups for seminars, and ensure all paperwork is complete.
   • Create best in-class operational readiness package that are leveraged across the company as a standard program deliverable.
   • Develop and facilitate performance management initiatives including defining accountability and measuring results.

   More organizational effectiveness director duties

3. Make a budget

   Including a salary range in your organizational effectiveness director job description helps attract top candidates to the position. An organizational effectiveness director salary can be affected by several factors, such as geography, experience, seniority, certifications, and the prestige of the hiring company.

   For example, the average salary for an organizational effectiveness director in Oklahoma may be lower than in Massachusetts, and an entry-level organizational effectiveness director usually earns less than a senior-level organizational effectiveness director. Additionally, an organizational effectiveness director with certifications may command a higher salary, and working for a well-known company or start-up may also impact an employee's pay.

   Average organizational effectiveness director salary

   $95,681yearly

   $46.00 hourly rate

   ---

   Entry-level organizational effectiveness director salary

   $57,000 yearly salary

   Updated January 30, 2026

   Average organizational effectiveness director salary by state

   Rank	State	Avg. salary	Hourly rate
   1	Massachusetts	$130,688	$63
   2	New Hampshire	$130,043	$63
   3	New York	$129,608	$62
   4	Connecticut	$115,186	$55
   5	Illinois	$114,985	$55
   6	Virginia	$112,842	$54
   7	California	$112,411	$54
   8	Delaware	$111,527	$54
   9	Pennsylvania	$108,354	$52
   10	Oregon	$106,598	$51
   11	Maryland	$101,331	$49
   12	Texas	$101,052	$49
   13	West Virginia	$100,438	$48
   14	Nevada	$98,026	$47
   15	North Carolina	$97,999	$47
   16	Montana	$97,485	$47
   17	Iowa	$95,727	$46
   18	Washington	$94,523	$45
   19	Ohio	$91,061	$44
   20	North Dakota	$89,668	$43

   Average organizational effectiveness director salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Meta	$181,939	$87.47	5
   2	Citi	$179,393	$86.25	6
   3	Macy's	$169,940	$81.70	1
   4	Nike	$156,921	$75.44	4
   5	BuzzFeed	$145,357	$69.88
   6	Amazon	$144,801	$69.62	38
   7	Methodist Le Bonheur Healthcare	$141,190	$67.88
   8	Estée Lauder	$129,749	$62.38	1
   9	Kemper	$119,270	$57.34
   10	Sears Holdings	$117,279	$56.38
   11	Southwest Airlines	$111,768	$53.73
   12	QuintilesIMS	$106,281	$51.10
   13	Gagen MacDonald	$96,230	$46.26
   14	Nielsen Holdings	$95,689	$46.00	1
   15	Gloss Studio	$92,458	$44.45
   16	Paramount	$92,376	$44.41
   17	Southern Glazer's	$88,090	$42.35	45
   18	KPMG LLP	$84,767	$40.75	7
   19	Saint Joseph's University	$84,709	$40.73
   20	Salish Kootenai College	$81,913	$39.38

4. Writing an organizational effectiveness director job description

   An organizational effectiveness director job description should include a summary of the role, required skills, and a list of responsibilities. It's also good to include a salary range and the first name of the hiring manager. Below, you can find an example of an organizational effectiveness director job description:

   Organizational effectiveness director job description example

   The Director, Organizational Effectiveness consults with business units on the leader and Associate performance needs of their organization. Identifies, plans, administers and evaluates training and development initiatives that are driven by the strategic performance needs of the organization and in accordance with IACET standards, requirements and regulations. The incumbent assists the Senior Director in developing comprehensive plans to optimize human resource talent throughout the organization. Models appropriate behavior as exemplified in
   MLH Mission, Vision and Values.
   
   Education/Experience/Licensure
   
   Education/Formal Training
   
   Work Experience
   
   Credential/Licensure
   
   REQUIRED:
   
   Bachelor's Degree in Management, Education, Organizational Development, Instructional Design or related field.
   
   Three (3) years of management experience in corporate leadership training, performance management, and executive consulting and/or employee development.
   
   N/A
   
   PREFERRED:
   
   Master's Degree in Management, Education, Organizational Development, Instructional Design or related field.
   
   N/A
   
   N/A
   
   SUBSTITUTIONS ALLOWED:
   
   N/A
   
   N/A
   
   N/A
   
   Knowledge/Skills/Abilities
   
   Ability to understand and prepare complex written materials, such as business plans, and ability to communicate verbally with all levels of Associates, management, and physicians. Proficient in systems software applications, preferably Excel, Word, Microsoft Office, etc. Ability to lead and motivate individuals and groups of people toward the accomplishment of work and organizational goals. Skill in negotiating with and between individuals and groups of people, including Associates, management, and physicians. Ability to plan and schedule tasks and projects and to maintain control of own workflow. Skill in developing and implementing short term and long-range plans. Ability to work without close supervision or professional guidance and to exercise independent judgement.
   
   Key Job Responsibilities
   
   Consults with senior leaders, directors, managers and individual Associates on the current and emerging performance and development needs within their area of responsibility. Implements training and development initiatives that are driven by strategic performance needs of the organization. This includes needs assessment, curriculum and course design, program and course development, piloting and delivery scheduling and evaluation. Analyzes Associate feedback and performance data, to measure, identify and eliminate performance gaps. Identifies, coordinates and ensures effective use of external consultants for the design, delivery and evaluation of development programs and special projects. Manages the development and implementation of the company-wide Leader Development programs and processes which includes best practices, program certification, skill training, online learning, metrics and documentation. Consults with Senior Director of OE and key stakeholders in the development, planning, and execution of culture-shaping strategy that aligns the workforce with strategic goals of the organization. Develops partnerships and affiliations with various providers and organizations to optimize and promote family and patient-centered care. Serves as key partner in building the patient and family centered care environment and experience. Provides consultation, design and implementation of processes that build Associate engagement at the system, facility and department unit level. Provides consultation in assessing team effectiveness and facilitating the design and implementation of appropriate interventions. Leads corporate coaching initiatives. Involved in the training and certification of internal coaches, dissemination of policies and information. Monitors use, practices and promotion of coaching environment throughout the organization. Serves in other roles and capacities within the organization that support the development of the leader competencies defined by MLH as desired behaviors in all individuals in leadership positions.
   
   
   Physical Requirements
   
   The physical activities of this position may include climbing, pushing, standing, hearing, walking, reaching, grasping, kneeling, stooping, and repetitive motion. Must have good balance and coordination. The physical requirements of this position are: light work - exerting up to 25 lbs. of force occasionally and/or up to 10 lbs. of force frequently. The Associate is required to have close visual acuity to perform an activity, such as preparing and analyzing data and figures; transcribing; viewing a computer terminal; or extensive reading. The conditions to which the Associate will be subject in this position: The Associate is not substantially exposed to adverse environmental conditions; job functions are typically performed under conditions such as those found in general office or administrative work.
   
   PI194116426

   Copy this example

   

5. Post your job

   There are a few common ways to find organizational effectiveness directors for your business:

   • Promoting internally or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to meet candidates with the right educational background.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to recruit passive job-seekers.

   Post your job online:

   • Post your organizational effectiveness director job on Zippia to find and recruit organizational effectiveness director candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   During your first interview to recruit organizational effectiveness directors, engage with candidates to learn about their interest in the role and experience in the field. During the following interview, you'll be able to go into more detail about the company, the position, and the responsibilities.

   It's also good to ask about candidates' unique skills and talents to see if they match your ideal candidate profile. If you think a candidate is good enough for the next step, you can move on to the technical interview.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new organizational effectiveness director

   Once you've decided on a perfect organizational effectiveness director candidate, it's time to write an offer letter. In addition to salary, it should include benefits and perks available to the employee. Qualified candidates may be considered for other positions, so make sure your offer is competitive. Candidates may wish to negotiate. Once you've settled on the details, formalize your agreement with a contract.

   It's also important to follow up with applicants who do not get the job with an email letting them know that the position is filled.

   After that, you can create an onboarding schedule for a new organizational effectiveness director. Human Resources and the hiring manager should complete Employee Action Forms. Human Resources should also ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc., and that new employee files are created.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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How much does it cost to hire an organizational effectiveness director?