Well, everytime I say I will only post once a week, I find a slew of job roles… 11 active posts. Because I don’t want them to go stale, I give you the second list of the week. Hey, I told you this was a beta version!
– P
Featured Roles
Access the Full First Moves Content
Help make First Moves more than a job board: Help create a community!
By providing some information about yourself as a reader, First Moves can provide more selective content that better suits your needs. By subscribing, you will unlock the full issue of job postings, career advancement tips, and observations ab out the listening/change/culture field. And it is all free of charge.
Full access to roles and insights appears immediately below.
Strongest to Weakest Alignment with Infectious Change Design
🔥 Ready for Infectious Change
- Boston Consulting Group — Director, BCG Vantage — Org Design & Op Model
Locations: Boston, Chicago, Dallas, Atlanta
Application: https://careers.bcg.com/global/en/job/BCG1US57814EXTERNALENGLOBAL/Director-BCG-Vantage-Org-Design-Op-Model
Why it stands out: This role combines organizational design, operating model implementation, AI-first organization design, and scaled transformation work. Unlike traditional change management roles centered mainly on communication or training rollout, this position focuses on redesigning the systems and structures that shape behavior at scale.
ICD Signals:
Operating model design & implementation
AI-first organizational design
Organizational redesign at scale
Tool deployment and transformation infrastructure
Executive stakeholder engagement
Coaching and transformation leadership
Pragmatic solutioning in complex systems - RTX — Talent Data and Strategy Consultant
Application: https://careers.rtx.com/global/en/job/RAYTGLOBAL01844290EXTERNALENGLOBAL/Talent-Data-and-Strategy-Consultant
Why it stands out: Strong blend of talent analytics, workforce strategy, and organizational decision support. The role suggests movement beyond traditional HR administration into enterprise workforce influence and strategic enablement.
ICD Signals:
Workforce strategy
Talent analytics
Data-informed organizational decisions
Cross-functional influence
Enterprise transformation support - Brown Health — Director, Learning & Development
Application: https://jobs.brownhealth.org/search/jobdetails/director-learning–development/52c48448-17b4-4b0a-b5f6-3eaa1c2353cb
Why it stands out: This role appears positioned to influence organizational capability building rather than merely administer training. The healthcare context increases the importance of operational behavior change and leader adoption.
ICD Signals:
Leadership development
Organizational capability building
Enterprise learning systems
Behavior-focused development work - FedEx — Manager, Continuous Listening
Application: https://careers.fedex.com/manager-continuous-listening/
Why it stands out: A rare explicit employee listening role focused on ongoing feedback loops rather than periodic surveying alone. Continuous listening strongly aligns with iterative adaptation and organizational sensing.
ICD Signals:
Continuous employee listening
Feedback systems
Organizational sensing
Ongoing measurement and adaptation - Black & Veatch — Sr. OCM Consultant (Leadership & Organization Effectiveness)
Application: https://careers.bv.com/job/Denver-Sr_-OCM-Consultant-%2528LOE-Leadership-and-Organization-Effectiveness%2529-CO-80002/1372105733/
Why it stands out: This role blends organization effectiveness, leadership, and change consulting. Stronger than many standard OCM postings because it appears tied to organizational effectiveness outcomes rather than solely communications enablement.
ICD Signals:
Leadership effectiveness
Organizational effectiveness
Consulting-based transformation
Enterprise stakeholder alignment - Citizens Bank — Enterprise Change Role
Application: https://jobs.citizensbank.com/job/-/-/288/93795146880
Why it stands out: The role reflects growing investment in enterprise transformation infrastructure within banking environments. Financial services organizations increasingly appear to be funding systemic change capability beyond HR.
ICD Signals:
Enterprise transformation
Organizational coordination
Change enablement
Cross-functional implementation - TD Bank — Sr. Manager, Organizational Effectiveness, Organizational Design & Governance
Application: https://td.wd3.myworkdayjobs.com/fr-CA/TD_Bank_Careers/job/Mount-Laurel-New-Jersey/Sr-Manager-Organizational-Effectiveness-Organizational-Design—Governance_R_1487330
Why it stands out: One of the clearest examples of organizations funding behavior-shaping systems through governance and organizational design structures.
ICD Signals:
Organizational design
Governance systems
Enterprise operating alignment
Structural influence mechanisms
Organizational effectiveness
🟡 Not Yet Ready for Infectious Change - Milton Hershey School — Senior Director, Talent Strategy & Development
Application: https://www.indeed.com/viewjob?jk=e15927db0a423556
Why it stands out: Strong strategic talent and leadership orientation, though the posting appears more focused on talent development systems than direct organizational behavior change architecture.
Potential ICD Alignment:
Leadership capability development
Talent strategy
Organizational capability building - Kyndryl — Learning Consulting
Application: https://kyndryl.wd5.myworkdayjobs.com/KyndrylProfessionalCareers/job/Research-Triangle-Park-NC-USA/Learning-Consulting_R-58789-1
Why it stands out: The consulting framing elevates this above transactional L&D roles, though the emphasis still appears weighted toward learning deployment versus system-level behavior design.
Potential ICD Alignment:
Learning strategy
Consulting orientation
Capability development - HUB International — Change and Communications Consultant
Application: https://careers.hubinternational.com/us/en/job/HULHICUSR0036253EXTERNALENUS/Change-and-Communications-Consultant
Why it stands out: A useful example of a role emphasizing communications and change enablement without clear evidence of broader behavioral systems design.
Potential ICD Alignment:
Change communications
Stakeholder engagement
Adoption support
Gap Relative to ICD:
Limited evidence of experimentation, social influence systems, or spread mechanisms. - Versique — Interim Change Management Consultant
Location: Minneapolis, MN
Application: https://www.linkedin.com/jobs/view/4399258912/
Why it stands out: Classic change management consulting framing. Useful for understanding how many organizations still define change primarily through implementation support and communications.
Potential ICD Alignment:
Change implementation
Stakeholder coordination
Adoption support
Gap Relative to ICD:
Limited emphasis on behavioral spread design or organizational influence architecture.
Insights
1. Organizations Are Funding Behavior Change Outside Traditional HR
Many of the strongest roles are now embedded within:
- Operating model teams
- Organizational design groups
- Enterprise transformation offices
- Governance functions
- AI transformation initiatives
- Strategy consulting environments
This reinforces a major trend: organizations increasingly recognize that business transformation depends on changing workforce behavior at scale, even if they do not label it as organizational psychology or employee listening work.
2. Organizational Design Is Becoming a Major Proxy for Behavior Change
Several of the strongest postings focus on:
- Org design
- Governance
- Operating models
- Structural redesign
- AI-enabled workflow transformation
These functions effectively shape behavior through systems, incentives, workflows, coordination structures, and decision rights.
3. The Insight → Influence Gap Still Exists
Many postings still emphasize:
- Listening
- Communications
- Learning deployment
- Stakeholder engagement
But fewer roles explicitly address:
- How behaviors spread socially
- Experimentation and prototyping
- Reinforcement systems
- Norm shaping
- Environmental nudges
- Internalization of change
This remains a major strategic positioning opportunity for Infectious Change Design.
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
Go to Prior Posts of First Moves
Share First Moves with others
Follow me on LinkedIn for more posts on
Employee Listening and Workplace Change
