Another strong list of opportunities, with a bit more variability this time. And a couple of “reposted” offerings, too.
Thanks for spreading the word about First Moves.
– P
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Strongest to Weakest Alignment with Infectious Change Design
🔥 Ready for Infectious Change
- Manager, Culture and Business Transformation
Ownership Works
New York, NY (Hybrid)
Leads culture and transformation engagements focused on employee ownership, workforce alignment, and organizational change execution. Strong emphasis on implementation, leadership partnership, culture activation, and translating strategic direction into sustained organizational behavior.
Apply: Ownership Works — Manager, Culture and Business Transformation - Change Management Manager
Moss
Fort Lauderdale, FL
Owns enterprise change management for Oracle Fusion ERP implementation with unusually strong emphasis on adoption, reinforcement, resistance mitigation, listening loops, and behavioral sustainment. Explicitly distinguishes between deployment and real organizational adoption.
Apply: https://www.indeed.com/viewjob?jk=abe72cda365b41f5 - AVP, Program & Change Management
FM
Johnston, RI
Enterprise transformation role combining strategic program leadership with measurable adoption, organizational enablement, leadership activation, and behavior-shift execution. Strong operational ownership of change outcomes.
Apply: https://careers.fm.com/careers-home/jobs/1552?lang=en-us - AI Workforce Transformation Organizational Design Project Manager
GE Vernova
Location not specified in extracted source
Focuses on workforce adaptation and organizational redesign related to AI transformation initiatives. Strong alignment with behavioral adaptation, organizational enablement, and evolving ways of working.
Apply: GE Vernova AI Workforce Transformation Organizational Design Project Manager - Senior Organizational Effectiveness Partner
Culture Amp
Location not specified in extracted source
Strong insight-to-action orientation connecting employee listening, organizational effectiveness, leadership enablement, and organizational adaptation. Positioned close to the center of ICD philosophy.
Apply: Culture Amp Senior Organizational Effectiveness Partner - Culture Director
Vertex Pharmaceuticals
Boston, MA
Enterprise culture operationalization role focused on embedding behaviors into systems, onboarding, leadership expectations, and organizational norms. Strong emphasis on scalable reinforcement and translating values into observable behaviors.
Apply: https://vrtx.wd501.myworkdayjobs.com/en-US/Vertex_Careers/job/Culture-Director_REQ-28817 - Business Change Analyst
King & Spalding
Atlanta, GA
Embedded technology adoption and organizational change role integrating user feedback, stakeholder engagement, pilot programs, adoption metrics, and reinforcement strategies across the firm’s technology portfolio.
Apply: King & Spalding Business Change Analyst - Employee Engagement Partner — Software Platform
Fluidstack
Location not specified in extracted source
Embedded people-performance role inside technical teams focused on manager behavior, organizational scaling, coaching, adoption of people systems, and team effectiveness during hypergrowth. Distinguishes itself by focusing on real-world behavioral reinforcement rather than classroom training.
Apply: Fluidstack Employee Engagement Partner — Software Platform
🟡 PROCEED WITH CAUTION - Organizational Design/Optimization Consultant
Synergetics Installations Worldwide
Portsmouth, NH (Hybrid)
Strong operational consulting and organizational optimization role emphasizing spans/layers analysis, restructuring, accountability systems, and implementation. More structurally and financially oriented than behaviorally infectious.
Apply: Synergetics Organizational Design/Optimization Consultant - Chief of Staff and Strategy
University of Tennessee Knoxville
Knoxville, TN
Executive strategy and operations leadership role focused on institutional coordination, KPI tracking, planning, and organizational alignment. Strong strategic infrastructure role but lighter on behavior-change execution mechanisms.
Apply: https://www.higheredjobs.com/executive/details.cfm?JobCode=179452736 - Manager, Learning & Development Programs & Consulting
Cisco
Location not fully verified
Learning and organizational capability role emphasizing consulting, development strategy, and capability building. Appears stronger in enablement than direct ownership of organizational behavior spread.
Apply: Cisco Manager, Learning & Development Programs & Consulting - Employee Engagement Partner — Infrastructure & Physical
Fluidstack
Location not specified in extracted source
Strategically adjacent to ICD because of the hypergrowth infrastructure environment, but appears more focused on engagement partnership and workforce support than direct behavior-change architecture.
Apply: Fluidstack Employee Engagement Partner — Infrastructure & Physical - Senior Partner, Executive & Leadership Development
BetterUp
Location not specified in extracted source
Sophisticated executive coaching and leadership advisory role with strong human-centered transformation elements. However, likely operates more as leadership enablement than enterprise behavior-adoption ownership.
Apply: BetterUp Senior Partner, Executive & Leadership Development - Director, Organization Design
Syneos Health
Locations vary by posting
Organization design and transformation role focused on structure, operating models, and workforce alignment. Appears stronger in redesigning organizational containers than in designing how change spreads behaviorally.
Apply:
Syneos Health Director, Organization Design (Posting 1)
Syneos Health Director, Organization Design (Posting 2)
Insights from ChatGPT
This batch continued the recent trend of highly strategic transformation roles that sit at the intersection of organizational effectiveness, workforce adaptation, and operational change. Compared with earlier First Moves compilations, there were notably more positions explicitly focused on adoption, organizational enablement, leadership activation, and AI-era workforce transformation. That said, many of the “Proceed with Caution” roles still illustrate an important distinction in today’s market: organizations increasingly recognize the need for transformation, but many still underinvest in the mechanisms that make change spread and stick behaviorally.
The strongest opportunities in this batch were not necessarily the highest titles. The most ICD-aligned roles consistently shared a pattern: they owned both insight and implementation. They were accountable not only for diagnosing organizational problems, but also for helping managers, teams, and systems adopt new ways of working in measurable, sustained ways. Several postings explicitly referenced reinforcement, adoption, manager coaching, organizational listening, or behavioral integration into workflows. Those are increasingly the differentiators separating operational transformation from presentation-driven change management.
Another pattern emerging clearly is the rise of AI workforce transformation roles. The GE Vernova and Fluidstack postings especially suggest that organizations are beginning to realize that AI adoption is fundamentally a people and behavior challenge, not just a technology rollout. This trend will likely accelerate. Professionals who can bridge organizational psychology, workforce adaptation, leadership enablement, and operational execution may find themselves increasingly differentiated over the next several years.
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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