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The differences between organizational effectiveness directors and directors, learning and development can be seen in a few details. Each job has different responsibilities and duties. It typically takes 2-4 years to become both an organizational effectiveness director and a director, learning and development. Additionally, an organizational effectiveness director has an average salary of $95,681, which is higher than the $92,733 average annual salary of a director, learning and development.
The top three skills for an organizational effectiveness director include business development, continuous improvement and development strategy. The most important skills for a director, learning and development are human resources, training programs, and project management.
| Organizational Effectiveness Director | Director, Learning And Development | |
| Yearly salary | $95,681 | $92,733 |
| Hourly rate | $46.00 | $44.58 |
| Growth rate | 7% | 7% |
| Number of jobs | 20,064 | 72,265 |
| Job satisfaction | - | - |
| Most common degree | Bachelor's Degree, 67% | Bachelor's Degree, 69% |
| Average age | 45 | 45 |
| Years of experience | 4 | 4 |
Organizational effectiveness directors are professionals who are responsible for identifying the learning needs of an organization while aligning its strategy with its priorities. These directors must design affirmative action plans as well as assist in the development of the vendor diversity program of the organization. They are required to lead process improvements for learning management as well as eliminating redundant processes. Organizational effectiveness directors must also work with human resources and functional organizations to develop criteria for the delivery of developmental activities.
A director of learning and development is primarily in charge of spearheading efforts to improve the workforce in a company. Their responsibilities revolve around conducting strategies to find out areas that need improvement, coordinating with departments and staff, producing various training programs that will sharpen the employee's skills, and crafting skills assessment activities. There are also instances when a director must create progress reports and presentations, manage schedules, and liaise with clients and stakeholders. Furthermore, as the director, it is essential to implement the policies and guidelines of the company.
Organizational effectiveness directors and directors, learning and development have different pay scales, as shown below.
| Organizational Effectiveness Director | Director, Learning And Development | |
| Average salary | $95,681 | $92,733 |
| Salary range | Between $57,000 And $159,000 | Between $61,000 And $138,000 |
| Highest paying City | Boston, MA | San Francisco, CA |
| Highest paying state | Massachusetts | California |
| Best paying company | Meta | |
| Best paying industry | - | Finance |
There are a few differences between an organizational effectiveness director and a director, learning and development in terms of educational background:
| Organizational Effectiveness Director | Director, Learning And Development | |
| Most common degree | Bachelor's Degree, 67% | Bachelor's Degree, 69% |
| Most common major | Business | Business |
| Most common college | Northwestern University | Northwestern University |
Here are the differences between organizational effectiveness directors' and directors, learning and development' demographics:
| Organizational Effectiveness Director | Director, Learning And Development | |
| Average age | 45 | 45 |
| Gender ratio | Male, 54.4% Female, 45.6% | Male, 42.4% Female, 57.6% |
| Race ratio | Black or African American, 11.3% Unknown, 5.5% Hispanic or Latino, 16.1% Asian, 4.1% White, 62.5% American Indian and Alaska Native, 0.5% | Black or African American, 11.1% Unknown, 5.6% Hispanic or Latino, 14.9% Asian, 4.5% White, 63.5% American Indian and Alaska Native, 0.5% |
| LGBT Percentage | 18% | 18% |