Organizational Development — P2
LEARNI.ORGANIZAB741.P2
Focuses on organizational development (OD): aligning structure, roles, governance, and workflows with strategy; designing and delivering OD interventions (needs assessments, change management, culture and behavior change); and measuring intervention effectiveness. Distinct from training/learning-delivery focuses (which center on curriculum, adult-learning program facilitation, and LMS administration) and from talent-management focuses (which center on performance, succession, and career frameworks) — OD here owns the diagnosis, design, and change-enablement of the organization itself.
Focuses on organizational development (OD): aligning structure, roles, governance, and workflows with strategy; designing and delivering OD interventions (needs assessments, change management, culture and behavior change); and measuring intervention effectiveness. Distinct from training/learning-delivery focuses (which center on curriculum, adult-learning program facilitation, and LMS administration) and from talent-management focuses (which center on performance, succession, and career frameworks) — OD here owns the diagnosis, design, and change-enablement of the organization itself.
Focus — Organizational Development
Focuses on organizational development (OD): aligning structure, roles, governance, and workflows with strategy; designing and delivering OD interventions (needs assessments, change management, culture and behavior change); and measuring intervention effectiveness. Distinct from training/learning-delivery focuses (which center on curriculum, adult-learning program facilitation, and LMS administration) and from talent-management focuses (which center on performance, succession, and career frameworks) — OD here owns the diagnosis, design, and change-enablement of the organization itself.
Material PAY and SKILL differential vs the function baseline.
Responsibilities by level
What this person actually does at each level on the professional track — escalating scope, not one generic blob. Your level is highlighted.
- Collects and analyzes organizational data and administers surveys (e.g., via Qualtrics, SurveyMonkey, Google Forms) to support needs assessments led by senior consultants
- Assists with implementation of development programs and coordinates OD interventions across departments to ensure smooth communication and delivery
- Handles logistical and administrative aspects of training and OD programs, including scheduling classes or webinars, setting up equipment, and taking registrations
- Executes supervised, execution-focused tasks supporting senior consultants on defined OD workstreams, capturing intervention data in tools such as Workday or BambooHR
- Conducts needs assessments to identify areas for improvement and designs targeted development programs for a defined client group or workstream
- Implements and manages specific OD initiatives end-to-end, planning own day-to-day work against project milestones
- Facilitates training and development sessions and develops change management plans using established methodologies (e.g., Prosci/ADKAR)
- Acts as an internal consultant to managers and department heads, providing guidance grounded in organizational-behavior and behavioral-science principles
- Conducts evaluations to measure intervention effectiveness, applying research methods and statistical analysis to interpret results
- Leads complex OD programs or manages multiple concurrent initiatives, selecting methods and frameworks appropriate to each organizational challenge
- Performs in-depth job analysis and competency modeling and recommends organization-design changes aligning structure, roles, and workflows with strategy
- Designs and delivers change management plans for cross-functional transitions, coordinating across HR, leadership, and affected departments
- Establishes KPIs and metrics to monitor effectiveness of development initiatives and reviews results with stakeholders
- Mentors junior consultants and may lead a small team of OD specialists on project delivery
- Acts independently on broad and strategic OD assignments that contribute to company objectives, addressing intangible and ambiguous organizational issues
- Collaborates with senior executives to align OD strategies with organizational goals and engages in high-level workforce and culture planning
- Leads enterprise-scale OD interventions that bridge current and desired organizational state, integrating people analytics to inform design
- Manages budgets and resources for OD programs and reviews and reports on outcome metrics to senior management
- Builds influential internal and external networks and serves as a spokesperson on OD practice, mentoring senior OD consultants
- Develops and implements a comprehensive organizational development strategy aligned with business goals and crafts the roadmap for the future, anticipating challenges and opportunities
- Partners with senior leaders and stakeholders to identify and address OD needs, gaps, and opportunities across the enterprise
- Oversees the functioning of the OD department, including performance management, hiring, and capability building of the OD team
- Designs and governs the portfolio of OD interventions that move the organization from its current to its desired state, setting field-shaping practice standards
- Partners with senior leaders on succession planning and helps lead the broader people strategy spanning OD, talent, and culture
Level guidelines
The universal leveling rubric applied to this function — how scope, complexity, collaboration, and experience step up across levels.
| Level | Knowledge & Application | Complexity & Problem Solving | Collaboration & Interaction | Typical Degree & Years |
|---|---|---|---|---|
| P2 | Applies foundational knowledge of OD concepts, survey administration, and data collection within defined procedures; uses tools such as Qualtrics, SurveyMonkey, and Workday under direction. | Handles moderate-scope, conventional tasks; exercises judgment in familiar contexts following established intervention plans. | Builds productive working relationships across departments to coordinate program logistics and delivery; communicates schedules and requirements clearly. | 2+ years with a BA, or MS/PhD with no prior experience. |
| P3 | Applies needs-assessment, change-management, and evaluation methods to diverse OD problems; applies behavioral-science and organizational-behavior principles in advising managers. | Evaluates identifiable factors to diagnose improvement areas and design fit-for-purpose programs; resolves conventional organizational challenges with moderate independence. | Networks with senior professionals and acts as an internal consultant to managers and department heads; may coordinate project activities. | 5+ years (BA), 3 years (MA), or PhD without experience. |
| P4 | Applies in-depth expertise across organization design, competency modeling, and change management to complex, functional-impact issues; selects methods and frameworks. | Conducts in-depth analysis of complex organizational variables, weighing structural and behavioral trade-offs to design multi-faceted interventions. | Coordinates across HR, leadership, and departments and may influence decisions; supervises or leads project teams and mentors junior staff. | 8+ years, often with graduate education. |
| P5 | Applies expert, intangibles-driven judgment to strategic OD issues, integrating people analytics and research rigor to shape enterprise-level solutions. | Resolves ambiguous, high-stakes organizational problems with high independence, contributing directly to company objectives. | Builds influential networks with senior executives, serves as an OD spokesperson, and mentors senior consultants on special assignments. | 12+ years with extensive OD expertise. |
| P6 | Provides visionary, field-shaping OD expertise; defines enterprise strategy and practice standards aligned with business goals. | Solves organization-wide, field-defining problems with full independence; anticipates future challenges and architects the OD roadmap. | Influences industry and company as a recognized thought leader; partners with senior leaders and provides high-level mentorship to peer professionals. | 15+ years as a principal OD expert, often PhD plus industry leadership. |
Skills
Focus-specific skills the role applies — the relevance layer beyond the occupational base.
- Organization design
- Aligns structure, roles, governance and workflows with strategy to close the gap between current and desired organizational state.
- Change management
- Applies change management methodologies (e.g., Prosci/ADKAR) to plan and enable organizational transitions and adoption.
- Behavioural science
- Applies understanding of how people think, interact and behave as individuals and groups to enable behavior and culture change.
- Job analysis and competency modeling
- Analyzes jobs and builds models of required competencies to inform structure, roles and development.
- Research methods and statistical analysis
- Designs and evaluates OD interventions and surveys using rigorous methods, statistics and psychometrics.
- People analytics
- Applies data and statistical techniques to workforce questions, with data literacy, visualization and storytelling.
- Organizational behavior
- Applies deep understanding of how individuals and groups behave within organizations to diagnose and address OD issues.
- Adult learning principles
- Applies understanding of how adults learn to design effective development programs and interventions.
- Project management
- Plans and manages OD initiatives and programs, coordinating resources, milestones and stakeholders.
- Problem-solving
- Identifies and resolves organizational challenges through structured diagnosis and intervention design.
- Communication
- Advises, facilitates, and partners across the organization, tailoring messaging to managers, leaders and executives.
- Qualtrics
- Uses this tool/technology effectively during the delivery of day-to-day tasks.
- Workday
- Uses this tool/technology effectively during the delivery of day-to-day tasks.
- Cornerstone OnDemand
- Uses this tool/technology effectively during the delivery of day-to-day tasks.
Provenance
The evidence base behind this profile — every layer is sourced; quality is scored by an adversarial review panel (1–5; passes at ≥4 on the minimum dimension).
Level — P2 — Developing Professional
Early-career professional; developing skills, handles routine tasks with some independence
- Scope
- Defined deliverables / small features
- Autonomy
- General supervision; reviewed at milestones
- Complexity
- Some non-routine problems; applies established patterns
- Impact
- Own and immediate-team deliverables
- Decision rights
- Routine technical choices within guidance
- Leadership
- May guide interns
- Typical experience
- 1–3 yrs
Adjacent roles
Nearest roles by structural coordinates (level + taxonomy). Distance 0 → 1; each carries its 3-state match band. How coordinates work → · Compare side-by-side →
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O*NET / SOC
- code=13-1151source=jfm-factory.resolve