Here are 11 active job opportunities, rated from most impactful to least. Remember, a low impact role just means that you will have to create the impact of combining people analytic skills with behavioral change skills.
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Featured Roles
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Strongest to Weakest Alignment with Infectious Change Design
🔥 Ready for Infectious Change
- Gartner — Sr. Director Analyst, Organizational Design
Why it stands out:
One of the strongest ICD-adjacent strategy roles submitted recently. Combines organizational design, AI-era workforce evolution, executive advisory work, and systems-level thinking about how work is structured and how organizations operate. This role goes beyond insight generation into designing the conditions that shape organizational behavior.
Key signals:
Organizational design at enterprise, BU, team, and role levels
AI-driven evolution of work systems
Executive advisory to CHROs
Workflow, mobility, and job architecture expertise
Actionable organizational strategy, not just analysis
Rating: 🔥 Ready for Infectious Change
Application:
https://www.linkedin.com/safety/go/?url=https%3A%2F%2Fgartner.wd5.myworkdayjobs.com%2FEXT%2Fjob%2FRemote—United-States%2FSr-Director-Analyst-Organizational-Design–REMOTE-US-_110345-1%2Fapply%3Fsource%3DJB-10120&urlhash=OXV4&mt=uRBra8F0_BU75pBSny-6USl6mK2vNgstxxyNPxfdVCXeh3V_U_3C7NYS6LbdjYB4gMudCaGsxq_-aYzrMKGWrEYK&isSdui=true&lipi=urn%3Ali%3Apage%3Ad_flagship3_job_details%3BzQepsCGeSO6XCiU8CuJ7Uw%3D%3D - FedEx — Manager, Continuous Listening
Why it stands out:
A highly evolved employee listening role focused on lifecycle listening, strategic activation, leadership influence, and continuous improvement rather than simple survey administration.
Key signals:
Global listening strategy ownership
Lifecycle employee listening
Action-oriented insights
Executive storytelling and influence
Employee + customer experience integration
Continuous improvement and strategic consultation
Rating: 🔥 Ready for Infectious Change
Application:
https://www.linkedin.com/safety/go/?url=https%3A%2F%2Fcareers.fedex.com%2Fmanager-continuous-listening%2Fjob%2FP25-336651-3%3Futm_domicile%3Dunspecified%26utm_persona%3Dunspecified%26utm_trackedsource%3Dsrm_linkedin_jb%26utm_subco%3DFEC&urlhash=8scI&mt=8seekjfPIDtIaxWkVEDr2jvFqU05-uM_kg64VkixWZ_SUOhYEV6dydtMyHv1Ca_UF4wxMdsKeArhHR7UDgEN7dFI&isSdui=true&lipi=urn%3Ali%3Apage%3Ad_flagship3_job_details%3Bp6NxC%2FNlQEy1ekvXWs79xA%3D%3D - Black & Veatch — Sr. OCM Consultant (LOE – Leadership & Organization Effectiveness)
Why it stands out:
One of the clearest examples yet of a role integrating organizational effectiveness, leadership capability, behavioral science, change networks, and sustainable adoption.
Key signals:
Behavioral science application
Sustainable behavior adoption
Leadership capability development
Organizational effectiveness consulting
Stakeholder/change network design
Team performance and transformation work
Rating: 🔥 Ready for Infectious Change
Application:
https://www.linkedin.com/safety/go/?url=https%3A%2F%2Fcareers.bv.com%2Fjob%2FDenver-Sr_-OCM-Consultant-%2528LOE-Leadership-and-Organization-Effectiveness%2529-CO-80002%2F1372105733%2F&urlhash=mIXR&mt=iJEnHb4ISW0Ubv5fCjI4TILDcTP2h-8HmzCOjCCRb76sKe_xfy6Dp7POg3M4TkWKU0xHaQ0AIFiH35k6wEhvyApA&isSdui=true&lipi=urn%3Ali%3Apage%3Ad_flagship3_job_details%3BGOTbEN%2F1RfecEtjxJXifdg%3D%3D - BetterUp — Strategic Transformation & Change Management Partner
Why it stands out:
This role explicitly recognizes that successful transformation depends on adoption, stakeholder influence, champion networks, listening loops, and sustained momentum—not merely communication plans.
Key signals:
Stakeholder and champion mapping
Listening loops
Narrative-driven adoption strategy
Leadership influence
Experience design + communications integration
Front-line transformation partnership
Rating: 🔥 Ready for Infectious Change
Application:
https://www.linkedin.com/safety/go/?url=https%3A%2F%2Fjobs.ashbyhq.com%2Fbetterup%2F713a377b-17f4-4ffe-abaa-cb7cf466399f%3Futm_source%3Dlinkedin_promoted&urlhash=aMKi&mt=FR7o3PqVwMclBHODrie0LOL2CvqarAiHMMI8QgVuEuNMH9gXut0gUwnr_ZeCw2sc5Xs1Vm2jJ3FfJKop2caiEzQp&isSdui=true&lipi=urn%3Ali%3Apage%3Ad_flagship3_job_details%3BHhob0jfKQKmxN6OF%2Bv51cg%3D%3D
🟡 Not Yet Ready for Infectious Change - Mercer / Marsh — Senior Workforce Strategy Consultant
Why it stands out:
A highly advanced workforce analytics and AI-enabled strategy role that translates workforce insight into business action. Strong on prediction and optimization, but lighter on social adoption systems and behavioral spread mechanisms.
Key signals:
Workforce analytics and AI modeling
Strategic workforce planning
Predictive workforce interventions
ROI-focused recommendations
AI-native workforce strategy
Rating: 🟡 Not Yet Ready for Infectious Change
Application:
https://www.linkedin.com/safety/go/?url=https%3A%2F%2Fcareers.marsh.com%2Fglobal%2Fen%2Fjob%2FR_347467%2FSenior-Workforce-Strategy-Consultant%3Futm_source%3Dlinkedin%26utm_medium%3Dphenom-feeds%26source%3DLinkedIn_Slots&urlhash=2dvn&mt=yKMUm_qEyd0x4Bh0o1Cj5PbT8HRxomiTKQjc5yrPYgtdDKUpxxiVCLwLEJXPpD5sKp3peOQEPQl6tkjC5iR0_SjY&isSdui=true&lipi=urn%3Ali%3Apage%3Ad_flagship3_job_details%3B6ki5UTA7QHmv5zv%2BaUPx1g%3D%3D - EY — People Consulting, HR Transactions Senior
Why it stands out:
Strong HR transformation and M&A integration exposure with employee experience considerations. More operationally sophisticated than behaviorally contagious.
Key signals:
HR transformation consulting
M&A workforce integration
Governance and organizational alignment
Employee experience support
Workforce analytics
Rating: 🟡 Not Yet Ready for Infectious Change
Application:
https://www.linkedin.com/safety/go/?url=https%3A%2F%2Fcareers.ey.com%2Fey%2Fjob%2FChicago-People-Consulting-HR-Transactions-Senior-IL-60606%2F1263082001%2F%3FfeedId%3D337401%26utm_source%3DLinkedInJobPostings%26utm_campaign%3Dj2w_linkedin&urlhash=lT4S&mt=I8_-8h5kALd01e9mX7J8G1b8Q9bXMPF7EMKCr9VFIkxn_jKDFQyT4Wr9ds0ivWWm84FsRgpuS5tOzKIYKjqX_Kxp&isSdui=true&lipi=urn%3Ali%3Apage%3Ad_flagship3_job_details%3BfWQRWYqXS3ae55A%2BbD1FaA%3D%3D - Shaker — Senior Analyst, Employer Brand Strategy
Why it stands out:
Sophisticated workforce perception and employer brand research role integrating qualitative insight, storytelling, and talent experience strategy.
Key signals:
Human decision-driver research
Qualitative and quantitative synthesis
Employer experience design
Strategic storytelling
Cross-functional insight activation
Rating: 🟡 Not Yet Ready for Infectious Change
Application:
https://www.linkedin.com/jobs/view/4412132334/apply/?openSDUIApplyFlow=true&trackingId=bdkIhKrtTN21PgRRPAhXow%3D%3D&lipi=urn%3Ali%3Apage%3Ad_flagship3_job_details%3BUf2T9jTFSFS93bvrDu5L0A%3D%3D - Numerator — Principal Survey Consultant
Why it stands out:
A very strong strategic research and activation role that helps clients interpret and operationalize advanced survey insights, but stops short of designing sustained behavior-change systems.
Key signals:
Strategic activation workshops
Advanced research design
Executive-level client consulting
Story-focused reporting
Actionable business insights
Rating: 🟡 Not Yet Ready for Infectious Change
Application:
https://www.linkedin.com/safety/go/?url=https%3A%2F%2Frecruit.hirebridge.com%2Fv3%2Fcareercenter%2Fv2%2Fdetails.aspx%3Fjid%3D608702%26cid%3D7844%26locvalue%3D10201020%26bid%3D8%26src%3DLinkedIn&urlhash=lVr0&mt=wzGnEMa5yIxiFpUEoeVgmxD0dDP7pYUQUsOjkIxm1PWIKSzGt5yx79gEhEiNkjjBvip_80xM7P-WqaW2uJ7wYetb&isSdui=true&lipi=urn%3Ali%3Apage%3Ad_flagship3_job_details%3BfOYKbE%2FpRm6AKMDnjHpdSw%3D%3D - Thrivence / Barge Design Solutions — Senior Leadership Development Consultant
Why it stands out:
A strong leadership capability-building role with strategic alignment and assessment expertise, but primarily centered on leadership development programming rather than organizational behavior spread.
Key signals:
Leadership capability gap analysis
Assessment integration
Program evaluation
Scalable development systems
Organizational strategy alignment
Rating: 🟡 Not Yet Ready for Infectious Change
Application:
https://www.linkedin.com/safety/go/?url=https%3A%2F%2Fbarge.csod.com%2Fux%2Fats%2Fcareersite%2F4%2Fhome%2Frequisition%2F1595%3Fc%3Dbarge%26source%3DLinkedIn&urlhash=b1-9&mt=7VIRlP6qz65y1SoQWDYXkCMOY2TojKj2iOimAG1dE-VLPXgzTDh6OgZ64XJ7qR5C9wtO8CdM25i_qclR3WDJDS84&isSdui=true&lipi=urn%3Ali%3Apage%3Ad_flagship3_job_details%3BTrQCIZ%2BCRj6uDoX3KdujJA%3D%3D
⚠️ Proceed with Caution - Avaap — Senior Analyst, OCM
Why it stands out:
A classic Workday implementation support role focused on communications, readiness, and training rather than systems-level organizational behavior change.
Key signals:
User readiness and adoption support
Workday implementation training
Change communications
Template-driven OCM delivery
Rating: ⚠️ Proceed with Caution
Application:
https://www.linkedin.com/jobs/view/4391186011/apply/?openSDUIApplyFlow=true&trackingId=Lgmgfec5Qg251Rt0IfDk7g%3D%3D&lipi=urn%3Ali%3Apage%3Ad_flagship3_job_details%3BHQ2nRNNETg26AAMJODRIeQ%3D%3D - Stride, Inc. — Employee Relations Specialist
Why it stands out:
Traditional employee relations and compliance-oriented HR role with some exposure to behavioral friction points, but limited influence over broader organizational change systems.
Key signals:
ER investigations and compliance
Manager coaching
Workplace conflict management
Pattern identification in employee issues
Rating: ⚠️ Proceed with Caution
Application:
https://www.linkedin.com/safety/go/?url=https%3A%2F%2Fstrideinc.wd1.myworkdayjobs.com%2FSK%2Fjob%2FUS-Nationwide—Remote%2FEmployee-Relations-Specialist_JR112047%3Fsource%3DLinkedIn&urlhash=B1ml&mt=XEYbzfpCTmZbQMuyoNk1gCaabM7vLFsLiBZaJffNNBqdLBHEZugziGX9Vo4S7duIKN9F5_truIvSmJEI6KvZ3tzD&isSdui=true&lipi=urn%3Ali%3Apage%3Ad_flagship3_job_details%3BoUacT3DBTkSOSrilan62vw%3D%3D
Insights
Nothing new to report. A lot of emphasis on communication and training, not so much about how to spread change using influence skills. Learn more about what makes change infectious in the links below.
More on the Rating Logic
🔥 Ready for Infectious Change
A role must clearly combine:
1. Employee Listening
- Owns or shapes how feedback is gathered (surveys, pulse, lifecycle, qualitative)
- Interprets data into insight (not just reporting)
2. Organizational Change
- Owns or drives execution of change
- Influences how leaders and teams actually operate differently
3. Signals of Real Behavior Change Design
(doesn’t need all, but should show several)
- Cross-functional influence without authority
- Focus on adoption, not just communication
- Iteration, measurement, and adjustment over time
- Leader behavior, team norms, or system changes
- Evidence of how change spreads, not just how it’s announced
👉 If all three are present → Ready
🟡 Not Yet Ready for Infectious Change
These roles have part of the equation, but not the full system:
- Strong listening but weak on execution
- Strong change management but disconnected from feedback
- Heavy on programs (L&D, engagement, HRBP) without ownership of behavior change
- Influence is indirect or optional, not required
👉 These are often good roles—but incomplete systems
⚠️ Proceed with Caution
Risk of being a cog, not a driver
Vague scope or staffing-driven roles
Transactional work (assessments, reporting, admin)
Little visibility into real influence or outcomes
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