The salary of an Organizational Development Specialist II in the United States varies depending on several factors, including experience, location, education level, marketing trend and company sizes.
As of January 01, 2025, the average annual salary for an Organizational Development Specialist II in the United States is $81,565. Salary.com reports that pay typically ranges from $73,160 to $91,935, with most professionals earning between $65,507 and $101,376.
| Annual Salary |
Monthly Pay |
Weekly Pay |
Hourly Wage |
|
| 75th Percentile | $91,935 | $7,661 | $1,768 | $44 |
| Average | $81,565 | $6,797 | $1,569 | $39 |
| 25th Percentile | $73,160 | $6,097 | $1,407 | $35 |
An entry-level Organizational Development Specialist II with less than 1 year of experience earns about $78,549. With 1-2 years of experience, the average salary increases to $78,816. For 2-4 years of experience, the pay typically rises to $82,311. Senior-level professionals with 5-8 years of experience earn around $86,907, and those with over 8 years of experience can expect an average of $87,235.
| Levels | Salary |
|---|---|
| Entry Level Organizational Development Specialist II | $78,549 |
| Intermediate Level Organizational Development Specialist II | $78,816 |
| Senior Level Organizational Development Specialist II | $82,311 |
| Specialist Level Organizational Development Specialist II | $86,907 |
| Expert Level Organizational Development Specialist II | $87,235 |
| Entry Level | 4% |
| Mid Level | 3% |
| Senior Level | 1% |
| Top Level | 7% |
| Experienced | 7% |
Salaries in the United States differ widely between states due to factors like cost of living, local economies, and industry presence.
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Salaries in the United States can vary greatly between cities due to factors like cost of living, local economies, and industry presence.
As of January 01, 2025, our research reveals a significant shift in Organizational Development Specialist II compensation over the past six years. For example, the median salary increased from $68,104 in 2023 to approximately $68,090 in 2024. (For a detailed analysis of Organizational Development Specialist II salary trends, click here.)
Key factors like location, experience, industry demand, and economic growth significantly influence salary variations, making them important to consider.
Salary.com job board provides millions of Organizational Development Specialist II information for you to search for. Click on search button below to see Organizational Development Specialist II job openings or enter a new job title here.
Here are companies hiring for Organizational Development Specialist II and their salaries, click below for more details.
| Core Compensation | ||||
| Core Compensation | Median | % of Total | ||
| Base Salary | $81,565 | 67.9% | ||
| Bonus | $3,331 | 2.8% | ||
| Value of Benefits | ||||
| Core Compensation | Median | % of Total | ||
| Social Security | $6,495 | 5.4% | ||
| 401K/403B | $3,566 | 3.0% | ||
| Disability | $1,698 | 1.4% | ||
| Healthcare | $8,352 | 7.0% | ||
| Pension | $4,584 | 3.8% | ||
| Time Off | $10,449 | 8.7% | ||
| Total Compensation | $120,039 | 100% | ||
The average annual salary of Organizational Development Specialist II is $81,565. In case you are finding an easy salary calculator, the average hourly pay of Organizational Development Specialist II is $39; the average weekly pay of Organizational Development Specialist II is $1,569; the average monthly pay of Organizational Development Specialist II is $6,797.
An Organizational Development Specialist II's earning potential can vary widely depending on several factors, including location, industry, experience, education, and the specific employer. According to the latest salary data by Salary.com, an Organizational Development Specialist II earns the most in San Jose, CA, where the annual salary of an Organizational Development Specialist II is $102,364.
The highest pay for Organizational Development Specialist II is $101,376.
The lowest pay for Organizational Development Specialist II is $65,507.
Organizational Development Specialist II implements all aspects of organizational development. Develops training programs, facilitates change management initiatives, and reviews current development programs to ensure linkage to company goals. Being an Organizational Development Specialist II builds human capital through employee development programs. Measures employee performance to gauge the success of programs and identify areas for improvement. Additionally, Organizational Development Specialist II implements and reports on the effectiveness of leadership development, team development, and organizational communication programs and practices. Typically requires a bachelor's degree or equivalent. Typically reports to a manager or head of a unit/department. The Organizational Development Specialist II occasionally directed in several aspects of the work. Gaining exposure to some of the complex tasks within the job function. To be an Organizational Development Specialist II typically requires 2-4 years of related experience.
Specify the abilities and skills that a person needs in order to carry out the specified job duties. Each competency has five to ten behavioral assertions that can be observed, each with a corresponding performance level (from one to five) that is required for a particular job.
Leadership: Knowledge of and ability to employ effective strategies that motivate and guide other members within our business to achieve optimum results.
Employee Engagement: Employee engagement is a fundamental concept in the effort to understand and describe, both qualitatively and quantitatively, the nature of the relationship between an organization and its employees. An "engaged employee" is defined as one who is fully absorbed by and enthusiastic about their work and so takes positive action to further the organization's reputation and interests. An engaged employee has a positive attitude towards the organization and its values. In contrast, a disengaged employee may range from someone doing the bare minimum at work (aka 'coasting'), up to an employee who is actively damaging the company's work output and reputation. An organization with "high" employee engagement might therefore be expected to outperform those with "low" employee engagement. Employee engagement first appeared as a concept in management theory in the 1990s, becoming widespread in management practice in the 2000s, but it remains contested. It stands in an unspecified relationship to earlier constructs such as morale and job satisfaction. Despite academic critiques, employee engagement practices are well established in the management of human resources and of internal communications.
Organization Development: Organization development (OD) is the study of successful organizational change and performance. OD emerged from human relations studies in the 1930s, during which psychologists realized that organizational structures and processes influence worker behavior and motivation. More recently, work on OD has expanded to focus on aligning organizations with their rapidly changing and complex environments through organizational learning, knowledge management and transformation of organizational norms and values. Key concepts of OD theory include: organizational climate (the mood or unique “personality” of an organization, which includes attitudes and beliefs that influence members’ collective behavior), organizational culture (the deeply-seated norms, values and behaviors that members share) and organizational strategies (how an organization identifies problems, plans action, negotiates change and evaluates progress).
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