This week was a bit slower than last week, but still some roles were posted in the past few days.
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Featured Roles
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Strongest to Weakest Alignment with Infectious Change Design
🔥 Ready for Infectious Change
- AI Workforce Transformation Organizational Design Project Manager
GE Vernova
Location not specified in posting
This role sits at the intersection of AI adoption, workforce transformation, organizational design, and behavioral adaptation. Unlike many AI implementation roles, it focuses on redesigning how work is performed, helping employees adapt to new technological realities, and aligning people, processes, and structures around AI-enabled workflows.
Apply: GE Vernova AI Workforce Transformation Organizational Design Project Manager - Director, Organization Design
Syneos Health
New York, NY (Hybrid)
Leads organizational effectiveness, organization design, operating model design, culture transformation, and team effectiveness initiatives. Distinguished by its emphasis on translating organizational goals into measurable interventions, facilitating buy-in, and bridging design to implementation.
Apply: Syneos Health Director, Organization Design - Chief Strategy & Transformation Officer
CARE USA
Location not specified in posting
A rare executive role combining strategy, operating model redesign, culture transformation, enterprise agility, staff adoption, and organizational performance systems. Owns both strategic direction and the organizational mechanisms required to implement it.
Apply: CARE USA Chief Strategy & Transformation Officer - Senior Director, HR Strategy & Organizational Effectiveness
Tallgrass
Lakewood, CO
Leads HR transformation, organizational effectiveness, workforce planning, leadership development, organizational design, and enterprise change leadership. Strong focus on connecting strategy to execution, adoption, and measurable outcomes.
Apply: Tallgrass Senior Director, HR Strategy & Organizational Effectiveness - Associate Director, People Operations & Transformation
Alnylam Pharmaceuticals
Cambridge, MA (Hybrid)
Combines HR transformation, process redesign, design thinking, stakeholder engagement, AI-enabled workflow improvement, and adoption-focused implementation. Particularly notable for its emphasis on translating insights into prototypes and driving alignment and adoption.
Apply: Alnylam Associate Director, People Operations & Transformation - Sr. Principal Organizational Change Management Lead
Northrop Grumman
Linthicum, MD (Hybrid/Remote Considered)
Enterprise digital transformation role responsible for change readiness, ADKAR roadmaps, stakeholder engagement, deployment support, adoption planning, and multi-sector implementation efforts. One of the stronger OCM execution roles in this batch.
Apply: Northrop Grumman Sr. Principal Organizational Change Management Lead - Organizational Change & Effectiveness Advisor
TransUnion
Chicago, IL (Hybrid)
Integrates organizational design, organizational effectiveness, change adoption, operating model design, leadership alignment, and sustained performance improvement. A strong example of the emerging organization effectiveness/change integration trend.
Apply: TransUnion Organizational Change & Effectiveness Advisor - HR Principal, AI Organization Transformation
Boston Scientific
Marlborough, MA or Arden Hills, MN (Hybrid)
One of the most forward-looking roles in the batch. Owns AI-driven organization design, job redesign, workflow redesign, operating model redesign, adoption tracking, manager readiness, and workforce transformation. A strong example of AI-era work redesign.
Apply: Boston Scientific HR Principal, AI Organization Transformation - Change Manager, Organizational Design and People Change
Marsh McLennan
New York, NY (Hybrid)
Focuses on organizational design, stakeholder engagement, change readiness, business adoption, resistance mitigation, and sustained outcomes. Notable for integrating organizational design with people-change execution.
Apply: Marsh McLennan Change Manager, Organizational Design and People Change - Senior People Programs Manager
Wrapbook
Remote (US/Canada)
Designs and leads company-wide programs focused on leadership capability, engagement, performance, and organizational alignment. Stronger than a traditional employee experience role because of its emphasis on leadership effectiveness and performance outcomes.
Apply: Wrapbook Senior People Programs Manager - Senior Manager, Organizational Effectiveness
Edwards Lifesciences
Irvine, CA
Enterprise organizational effectiveness role covering organizational design, workforce planning, succession, capability building, talent strategy, and organizational change capability development.
Apply: Edwards Lifesciences Senior Manager, Organizational Effectiveness - Senior Talent Development Consultant
Transamerica
Cedar Rapids, IA (Hybrid)
An embedded internal consultant role focused on team effectiveness, organizational diagnosis, stakeholder interviews, leader coaching, adoption measurement, reinforcement, and sustained behavior change. Unusually strong for a talent development position.
Apply: Transamerica Senior Talent Development Consultant
🟡 PROCEED WITH CAUTION - Transformation Strategy Senior Manager
PMG
Location not specified in posting
Strong transformation strategy and consulting role emphasizing organizational assessments, executive workshops, AI strategy, and transformation roadmaps. However, ownership appears concentrated on analysis and recommendations more than behavioral adoption and sustainment.
Apply: Original Indeed source retained from posting review. - Engagement & Recognition Program Manager
Zscaler
Hybrid (US)
Strong employee experience, engagement, recognition, and culture reinforcement role. Includes adoption and change-agent concepts, but primarily focused on engagement outcomes rather than enterprise transformation.
Apply: Zscaler Engagement & Recognition Program Manager - Principal, Solution Consulting Enablement Program Manager
Workday
Remote (US)
Sophisticated enablement and capability-building role focused on field readiness, activation, learning strategy, and executive alignment. Strong enablement orientation, but less ownership of organization-wide behavioral adoption.
Apply: Workday Principal, Solution Consulting Enablement Program Manager
Insights from ChatGPT
This is one of the strongest First Moves batches we’ve assembled. The dominant theme is no longer traditional change management, communications, or employee engagement. Instead, many organizations are hiring leaders to redesign work itself. AI workforce transformation, organizational effectiveness, operating model redesign, job redesign, and adoption ownership appear repeatedly throughout the slate.
The most notable trend is the emergence of AI-related workforce transformation roles. Boston Scientific and GE Vernova stand out because they recognize that AI implementation is fundamentally a work-design and adoption challenge, not merely a technology deployment effort. These organizations are hiring people to redesign jobs, workflows, governance, operating models, and human-AI collaboration.
Another important pattern is the convergence of organizational design, organizational effectiveness, and change adoption into single roles. Historically these capabilities often sat in separate centers of excellence. Increasingly, employers appear to recognize that structure, leadership behavior, workforce capability, and adoption must be addressed together if transformation is expected to produce lasting results.
For readers with backgrounds in organizational psychology, organizational development, employee listening, workforce strategy, or change leadership, this batch provides unusually strong evidence that the market is placing greater value on professionals who can bridge the gap between insight and implementation. Many of the strongest roles are seeking people who can diagnose organizational challenges and then help leaders, teams, and systems adopt new ways of working that produce measurable business outcomes.
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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