A number of impactful employee listening/org change roles in today’s list. I am still getting the kinks out of the posting process, but I am getting a steady stream of opportunities. Thanks for your patience. Let me know if you find any dead links.
– P
Featured Roles
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Strongest to Weakest Alignment with Infectious Change Design
🔥 Ready for Infectious Change
- Principal Change Manager
Databricks | United States
🔥 Ready for Infectious Change
This role stood out because it combined enterprise transformation, stakeholder influence, and operational adoption inside a fast-scaling technology environment. The role emphasized influencing how people work differently across functions rather than simply coordinating communications or training plans.
Application URL:
https://www.linkedin.com/jobs/view/4405227902/ - Associate Director, Transformation & Organizational Enablement – Business Insights & Operations (BI&O)
Biogen Careers
Biogen | Cambridge, MA
🔥 Ready for Infectious Change
This role combines strategic transformation, executive influence, operating model evolution, and adoption measurement inside a business insights function. The language around “from/to” shifts and organizational enablement strongly aligns with ICD principles around designing how change spreads. - Concept to Delivery Consultant
SEI Careers
SEI | Multiple U.S. Locations
🔥 Ready for Infectious Change
This role blends innovation consulting, agile delivery, rapid prototyping, and organizational adoption into one integrated capability. Unlike traditional change management roles, this position influences how solutions are designed from the beginning, creating stronger conditions for lasting behavior change. - People Strategist
TD SYNNEX Careers
TD SYNNEX / Hyve | Fremont, CA
🔥 Ready for Infectious Change
This role sits close to the “Insight → Influence” intersection because it combines workforce strategy, leadership partnership, and organizational consulting with operational execution. It reflects a broader trend toward strategic people roles embedded directly into business transformation. - Delivery Lead, Strategy and Transformation
Empower Careers
ECS / Empower posting | Arlington, VA
🔥 Ready for Infectious Change
This role emphasized operational cadence, process redesign, and organizational change within a highly complex federal environment. The position expected the leader to influence execution rhythms and organizational behavior rather than simply support projects administratively. - People Consulting – Organizational Design Manager
EY Careers
EY | Chicago, IL
🔥 Ready for Infectious Change
This consulting role combines organizational design, enterprise transformation, workforce implications, and executive alignment. It reflects the growing demand for consultants who can influence organizational systems and adoption patterns at scale. - Director, Organizational Design
AbbVie Careers
AbbVie | North Chicago, IL
🔥 Ready for Infectious Change
This role focused heavily on enterprise effectiveness, organizational redesign, and strategic alignment. The role moved beyond HR administration into shaping how teams and systems operate together during transformation. - Associate Vice President for Talent and Organizational Strategy and Chief of Staff
Ohio State Careers
Ohio State University | Columbus, OH
🔥 Ready for Infectious Change
This role merged executive coordination, organizational strategy, workforce planning, and leadership enablement into one enterprise-level function. It reflects how organizations increasingly expect strategic operators to shape systems and adoption, not just policies. - Change Management and Adoption Consultant
Guidehouse Careers
Guidehouse | Remote
🔥 Ready for Infectious Change
The most important signal in this role was the emphasis on adoption rather than communications alone. The position explicitly focused on whether people actually embrace and sustain new behaviors and workflows. - Principal, Organizational Effectiveness
Macy’s Posting
Macy’s | New York, NY
🔥 Ready for Infectious Change
This role focused on making organizational change “stick,” improving leadership effectiveness, and helping teams operate differently during transformation. Compared with many OE roles, it demonstrated stronger ownership of sustained operational adoption and enterprise effectiveness. - Senior Business Designer
IDEO Careers
IDEO | Chicago, IL
🔥 Ready for Infectious Change
This role blended systems thinking, business strategy, innovation, and real-world activation. The emphasis on moving ideas into operational reality strongly aligns with ICD’s focus on adoption and sustained behavioral execution rather than abstract strategy alone. - Organization Development Senior Consultant
BerryDunn Careers
BerryDunn
🔥 Ready for Infectious Change
This consulting role combined organizational development, transformation support, leadership partnership, and operational improvement. The consulting orientation gave the role stronger influence over organizational systems and adoption patterns than many internal OD roles. - Change Management Lead
QBE Careers
QBE | Madison, WI
🔥 Ready for Infectious Change
This role focused on enterprise adoption, stakeholder influence, and sustainable behavioral transition during transformation initiatives. Stronger operational ownership than many communications-centered change roles. - Strategic Workforce Planning – Principal
Fannie Mae Careers
Fannie Mae | Washington, DC
🟡 Not Yet Ready for Infectious Change
This role was highly strategic and analytical, focused on future workforce capability planning and organizational forecasting. Strong systems thinking and enterprise planning orientation, but less evidence of direct behavior-change ownership. - Organizational Development Manager
HCA Healthcare Careers
HCA Healthcare
🟡 Not Yet Ready for Infectious Change
This role emphasized leadership development and organizational effectiveness, but leaned more heavily toward internal HR programming and facilitation than toward measurable behavior-change design or organizational adoption systems. - Manufacturing Excellence Specialist
Nestlé Careers
Nestlé / Gerber | Fort Smith, AR
🟡 Not Yet Ready for Infectious Change
This role combined continuous improvement, coaching, and manufacturing culture change inside a production environment. However, it still leaned more heavily toward Lean/process optimization and operational excellence than toward enterprise-scale behavioral adoption design. - VP, Talent, Learning & Culture
Bridgestone | Nashville, TN
🟡 Not Yet Ready for Infectious Change
This was a highly strategic executive talent role with enterprise influence across multiple countries. Strong leadership and culture components, but more focused on enterprise talent systems than direct organizational behavior-change design.
Application URL:
https://www.bebridgestone.com/en/jobs/2026_10414/vp-talent-learning-culture/
Insights from ChatGPT
This cleaned and verified batch reinforces one of the strongest market trends we’ve been tracking: organizations increasingly want leaders who can bridge strategy, organizational systems, operational execution, and behavioral adoption rather than operate inside narrow HR specialties. The strongest ICD-aligned roles consistently combined enterprise transformation, cross-functional influence, and accountability for whether adoption actually occurs.
The clearest “Ready for Infectious Change” roles in this batch were Biogen, SEI, EY, Macy’s, Guidehouse, IDEO, AbbVie, Databricks, and ECS because they explicitly tied organizational transformation to adoption, operating behavior, or system redesign. Many of these positions now sit inside strategy, operations, consulting, innovation, or transformation offices rather than traditional HR departments. That trend matters because organizations are increasingly recognizing that behavior change is fundamentally tied to workflows, incentives, systems, and leadership behavior — not just communication plans or engagement programs.
A second major trend is the continued expansion of “Insight → Influence” roles. Several postings combined workforce analytics, organizational design, transformation strategy, and leadership enablement into hybrid positions that expect leaders to move from diagnosis into execution. This continues to validate the positioning behind Infectious Change Design: organizations increasingly need people who understand not only what should change, but how change spreads socially and operationally across systems.
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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