Organizational development (OD) managers help businesses adapt, grow, and thrive amid constant change. As companies face digital disruption and ever-shifting demands from diverse workforces, OD managers make sure transitions happen smoothly.
Change makers
Change management is listed as one of the top five HR trends of 2025, according to Gartner, and OD managers are the architects of change. They design and implement strategies that help a company stay aligned with its goals, culture, and people. When rolling out new tech, navigating mergers, or reshaping company culture, organizational development managers ensure that change happens—and happens without issue.
Their role overlaps with change management, but take a broader approach. Instead of focusing on one project or initiative, OD managers look at the entire organization—its systems, workflows, people, and culture—to move towards sustainable improvement.
Workload of an OD manager
Common responsibilities include:
- Identifying organizational challenges and inefficiencies
- Leading initiatives to boost employee engagement
- Facilitating cross-functional communication and collaboration
- Creating training programs that support strategic goals
- Analyzing processes and recommending improvements to boost productivity and morale
Skills and career paths
To thrive in this field, more than just a strategic mindset is required. Successful OD managers combine soft skills like empathy and communication with hard skills in data analysis, process design, and project management.
Many start their careers in HR, training, or operations, then move into OD roles as they gain experience. Further advancements like OD director, chief people officer, or even head of strategy are possible from there.
Because OD managers often deal with shifting priorities and incomplete information, the most successful are comfortable with ambiguity. Situations can be fluid, and the most successful OD professionals are great at thinking on their feet.
OD vs. HR
While human resources and organizational development managers often work closely together, they serve distinct purposes. HR focuses on managing people while OD works on managing change.
HR managers deal with hiring, payroll, and compliance, while OD managers think about where the company needs to go next and how to get there without leaving any employees behind.
For example, if a company was transitioning to remote work, HR would handle logistics like updating policies and managing benefits, while the OD manager would assess how the shift affects team dynamics, culture, and productivity. The OD manager would then design strategies and policies to help ease the transition. Only by working together can a transition go off without a hitch.
HR is a vital partner in change management
HR teams serve to translate leadership strategies into actionable policies for employees. They are instrumental in orchestrating change with clarity and grace. Without them, transitions can be awkward and result in employee dissatisfaction, lower engagement, and, in the worst cases, can lead to increased employee turnover.
Frameworks like the 5 C’s of Change Management—Clarity, Communication, Collaboration, Commitment, and Celebration—help HR and OD teams stay on task and deliver consistent results.
Real-world impact
When organizations get change management right, the results are huge. According to Harvard Business Review, “Not only were we able to establish a clear link between employees and revenue, but the impact was substantial. In fact, if an average store could move from the bottom quartile to the top quartile in each of the employee experience metrics we studied, they would increase their revenue by more than 50%, and profits by nearly as much.”
Picture a global tech firm shifting to agile project management. An OD manager might lead readiness assessments, design employee training, and set KPIs to track success—all while partnering with HR to make sure people feel supported every step of the way.
Level 3 OD managers
In many organizations, a Level 3 manager refers to someone leading cross-functional teams and overseeing strategic initiatives. In OD, this usually means managing complex transformations that impact multiple departments or business units. These managers need to balance daily execution with high-level planning.
OD Management next steps
Organizational management is more that just a job, it’s an opportunity to shape the future of work. With more and more organizations recognizing the value of OD, now is a smart time to invest. Ignoring OD and change management means getting left behind.
Velocity Global helps companies manage change and scale globally with ease. Whether you’re hiring across borders or transforming your organization, our Global Employer of Record (EOR) solution helps you stay agile and compliant in over 185 countries.
To dig deeper into how organizational development supports global growth, check out our guide on how to build a borderless workforce.
