Here is another strong batch of opportunities with some big impact potential. If you are new to this site, all the job opportunities are rated for how the role will combine employee listening with organizational change to affect the organization in a large way. Ratings are explained below.
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Featured Roles
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Strongest to Weakest Alignment with Infectious Change Design
🔥 Ready for Infectious Change
- Johnson & Johnson Careers — Global Head of People Experience & Change – Orthopedics
Company: Johnson & Johnson
Why It Stands Out:
One of the clearest examples yet of enterprise transformation evolving into employee-experience and behavior-system design. The role integrates employee listening, behavioral insights,
organizational redesign, adoption systems,
engagement architecture, and enterprise-wide transformation governance. This role treats employee experience as a strategic mechanism for transformation adoption. Strong ICD signals include:
behavioral insights, lifecycle design, adoption metrics, readiness systems, stakeholder engagement, and culture moments that matter.
Application:
Apply Here - BetterUp Careers — Strategic Transformation Lead, Center for Daring Leadership
Company: BetterUp
Why It Stands Out:
Possibly the strongest social-influence-oriented role in this batch. Explicitly focuses on belief formation, momentum creation, transformation narratives, champions and skeptics, cascade paths,
listening loops, and behavior-change campaigns. This role directly recognizes change spreads socially and emotionally, not merely operationally.
Application:
Apply Here - Candescent Careers — Director, Strategic People Partnership
Company: Candescent
Why It Stands Out:
Strong integration of organizational design, employee experience,
transformation, analytics, and people strategy. The role frames itself as
“the architect of the people-side transformation.”
Application:
Apply Here - Kyndryl Careers — Director, Culture Transformation
Company: Kyndryl
Why It Stands Out:
One of the strongest culture-transformation roles surfaced so far. Emphasizes embedding leadership behaviors into operations, culture influencers, sustained adoption, organizational systems, and measurable engagement action.
Application:
Apply Here - FM Careers — AVP, Program & Change Management
Company: FM
Why It Stands Out:
A highly operational version of ICD-compatible transformation work.
Key phrase: “Act as an active driver of adoption, not just an enabler.”
Application:
Apply Here - Care Initiatives Careers — Director of Talent Management & Development
Company: Care Initiatives
Why It Stands Out:
Sophisticated integration of leadership development,
engagement systems, AI-enabled learning, organizational development,
performance systems, and employee experience.
Application:
Apply Here - Robert Half — Organizational Change Management Consultant
Company: Robert Half
Why It Stands Out:
A mature OCM role that goes beyond communications and training into:
change champions, local reinforcement, readiness measurement, sustainment, and operational habit integration.
Application:
Apply Here - Jobgether — Organizational Change Management Specialist
Company: Jobgether (partner-company posting)
Why It Stands Out:
Strong operational-transformation + adoption-management orientation. Integrates readiness diagnostics, champion networks, workflow redesign, adoption systems, and continuous feedback loops.
Application:
Apply Here - Booz Allen Careers — Leadership Development and Change Strategist
Company: Booz Allen
Why It Stands Out:
Leadership-centered transformation role emphasizing team dynamics,
leadership influence, culture assessment, organizational effectiveness,
and leader-led culture change.
Application:
Apply Here - Bain & Company Careers — Director, Global Wellbeing & Resilience
Company: Bain & Company
Why It Stands Out:
This role is especially interesting because it reframes wellbeing from an employee-support function into organizational performance infrastructure. The posting explicitly connects leadership behavior, resilience, operational practices, capability building, and sustainable performance. Rather than treating wellbeing as a standalone HR initiative, the role embeds it into day-to-day operations and leadership systems in ways that are highly compatible with ICD thinking.
Application:
Apply Here
🟡 Not Yet Ready for Infectious Change - American Eagle Careers — Sr. Manager, HR Strategy & Organizational Effectiveness
Company: American Eagle Outfitters
Why It Stands Out:
This is a highly strategic HR orchestration role that integrates organizational design, workforce readiness, AI awareness, people analytics, and enterprise coordination. However, the role remains more focused on governance, alignment, and executive operations than on designing how behaviors spread socially inside organizations. It is a strong example of the “Insight → Influence Gap” pattern appearing repeatedly in First Moves.
Application:
Apply Here - AvantGarde LLC — Human Capital Consultant
Company: AvantGarde LLC
Why It Stands Out:
This role demonstrates strong capability in workforce planning, organizational alignment, succession planning, and federal HR systems, but it remains rooted primarily in policy, structure, and administrative systems rather than behavioral propagation. It highlights the difference between sophisticated human capital administration and intentional design of social adoption systems.
Application:
Apply Here - Horizontal Talent — Change Management Consultant
Company: Horizontal Talent
Why It Stands Out:
This posting reflects a modern, behavior-aware OCM role that acknowledges readiness, stakeholder engagement, and workforce capability challenges. However, the role remains largely centered on assessments, recommendations, and rollout facilitation rather than on designing social reinforcement systems or sustained behavioral momentum.
Application:
Apply Here - Grant Thornton Careers — Workforce Transformation Senior Associate
Company: Grant Thornton
Why It Stands Out:
This role reflects a mature consulting-oriented transformation function emphasizing governance, readiness, communication planning, and operational alignment. While clearly more sophisticated than basic project-based OCM, it still conceptualizes transformation primarily through structured implementation rather than through peer influence, emotional commitment, or social propagation systems.
Application:
Apply Here - Capital One Careers — Principal Associate, HRBP – Capital Markets
Company: Capital One
Why It Stands Out:
This role blends strategic HR partnership, AI experimentation, organizational design, leadership development, and process optimization into a sophisticated modern HRBP function. Yet despite its analytical and innovation-oriented strengths, it still stops short of explicitly designing peer influence systems, social reinforcement, or behavior propagation mechanisms, making it another strong example of the “Insight → Influence Gap.”
Application:
Apply Here - Synergetics Installations Worldwide — Organizational Design / Optimization Consultant
Company: Synergetics Installations Worldwide
Why It Stands Out:
This role is exceptionally sophisticated in operational optimization, spans and layers analysis, accountability systems, organizational structure, and implementation consulting. However, it largely assumes that optimizing structure will automatically improve organizational behavior. The posting says relatively little about psychological adoption, social reinforcement, or the mechanisms that cause people to internalize new ways of working. It is one of the clearest examples in this batch of the distinction between organizational optimization and organizational transformation.
Application:
Apply Here - Systems Evolution, Inc. Careers — Strategy and Operations Consultant
Company: Systems Evolution, Inc.
Why It Stands Out:
This is a highly capable operational-transformation consulting role focused on strategy, governance, process improvement, organizational design, and M&A integration. The posting strongly emphasizes collaboration and adaptability, but it remains fundamentally oriented toward operational execution and transformation management rather than social adoption or behavior-spread systems.
Application:
Apply Here - HomeServe USA Careers — Manager of Organizational Change Management
Company: HomeServe USA
Why It Stands Out:
This role demonstrates strong enterprise OCM execution around stakeholder engagement, readiness planning, communication systems, and change-fatigue management. It clearly reflects an evolution from communication management toward adoption management, but it still approaches transformation primarily through structured management systems rather than through influence-system design or self-reinforcing behavioral momentum.
Application:
Apply Here
Insights
Remember to explore keywords that take you away from the traditional HR and Org Development roles and place you closer to operations and functional support.
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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