An organizational ombudsman or ombudsperson ("ombuds") is a designated neutral or impartial dispute resolution practitioner whose major function is to provide independent, impartial, confidential and informal assistance to managers and employees, clients and/or other stakeholders of a corporation, university, non-governmental organization, governmental agency or other entity. As an independent and neutral employee, the organizational ombudsman ideally should have no other role or duties. This is in order to maintain independence and neutrality, and to prevent real or perceived conflicts of interest. Some organizations refer to an "ethics ombudsman", whose role focusses on real or perceived ethical violations and who can assist individual employees or departments to maintain an ethical approach to business issues when policies or business practices are being questioned.

Using alternative dispute resolution (ADR) methods, an organizational ombudsman provides options for people with concerns, including whistleblowers, who seek to bring their concerns forward safely and effectively. Additionally, an organizational ombudsman offers coaching on ethics and other management issues, provides mediation to facilitate conflict resolution, helps enable safe upward feedback, assists those who feel harassed and discriminated against. Overall, the organizational ombudsman helps employees and managers navigate organizational conflict, and deal with concerns and complaints.

The concept has been widely implemented, and has been spread around the globe, with many corporations, universities, government and non-government entities establishing organizational ombudsman programs. In recent years there has been much research about organizational ombudsman roles.

The organizational ombudsman role has evolved from at least two sources: as an evolution from the concept of the 'classical' ombudsman and as a spontaneous creation and re-invention – of the idea of an internal, neutral conflict resolver – often by senior managers who had never heard of the classical model.

Currently, the role is considered by some as a hallmark of an ethical organization^{[citation needed]} and a key component of an integrated dispute resolution system, or complaint system. Sometimes referred to as the ultimate 'inside-outsider', an organizational ombudsman adheres to professional standards strictly governing their confidentiality and neutrality.^{[citation needed]} By virtue of their protected and highly placed internal role (e.g., reporting to a board of directors rather than to line or staff management), they can be particularly effective at working long-term with management to help effect change in policies, procedures, systems or structures that are problematic for employees or inefficient for the organization.

The International Ombudsman Institute supports ombudsmen institutions to cooperate.^{[independent source needed]} The umbrella professional association for organizational ombudsmen is the International Ombudsman Association, which provides training and establishes standards of practice.^{[citation needed]}

Other non-profit think tanks, such as the Institute for Collaborative Engagement, have strongly supported the work and growth of the profession, as has the American Bar Association, through its support of standards and guidelines to establish organizational ombudsman offices.

Universities appoint ombudsmen to handle student and staff complaints and grievances.^{[non-primary source needed]}