Hi Folks – Here is the second round of open roles this week. I added some fine-tuning in our rating system so you can see how ChatGPT classified the position (e.g., transformation, adoptive, communication). As you likely noticed, the same job title can carry very distinct responsibilities.
Thanks for spreading the word about First Moves.
– P
Featured Roles
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Strongest to Weakest Alignment with Infectious Change Design
🔥 Ready for Infectious Change — Transformation Role
- Human Capital Analyst
TSI supporting NASA Office of the Chief Human Capital Officer (Remote/Washington, DC)
This role supports enterprise-wide human capital initiatives across NASA, including organizational design, leadership development, psychometrics, change management, business process improvement, and strategic workforce initiatives. The position bridges data, organizational effectiveness, and transformation execution, making it one of the strongest public-sector transformation roles we have seen.
Apply: https://jobs.dayforcehcm.com/en-US/brs/BBNCALLJOBSROLLUP/jobs/31906 - Organization Workforce & Change Manager
Deloitte Organization Workforce & Change Manager
41 locations
This consulting role helps clients translate strategy into workforce and change solutions through organizational readiness, stakeholder impact analysis, adoption planning, workforce strategy, and organizational design. The role explicitly connects business transformation to behavioral and cultural change.
Apply: https://apply.deloitte.com/en_US/careers/InviteToApply?jobId=353997 - Senior Manager, People Operations Strategic Initiatives
GE Aerospace Senior Manager, People Operations Strategic Initiatives
Remote
This role leads HR transformation, AI-enabled workforce redesign, M&A integration, operating model evolution, and future-state workflow design. A particularly strong example of how organizations are redesigning work itself in response to AI and business transformation.
Apply: https://careers.geaerospace.com/global/en/job/GAOGAYGLOBALR5035639EXTERNALENGLOBAL/Senior-Manager-People-Operations-Strategives - HR Analyst, People Consulting, Systems – HR Transformation (Manager)
EY HR Transformation Manager
San Francisco, CA
A consulting role focused on organizational design, HR operating models, HR transformation, and large-scale change strategy. Strong fit for practitioners interested in the intersection of systems, structure, and workforce transformation.
Apply: https://careers.ey.com/ey/job/San-Francisco-HR-Analyst-People-Consulting-Systems-HR-Trans-Manager-Multiple-Positions-1713832-CA-94105-2907/1399907533/ - Manager, Culture and Business Transformation
Ownership Works Manager, Culture and Business Transformation
New York, NY (Hybrid)
This role helps portfolio companies implement ownership cultures, change leadership practices, employee engagement systems, and organizational transformation initiatives. One of the more unique opportunities in the current market.
Apply: https://ownershipworks.pinpointhq.com/postings/80d0713c-c8f7-4897-8cdd-cc315019a845 - Employee Experience Transformation and Design Lead
Northern Trust Employee Experience Transformation and Design Lead
Chicago, IL (Hybrid)
Focused on redesigning workforce journeys, future-state operating models, employee experiences, workflows, and AI-enabled automation. This role is about intentionally designing the future of work rather than improving existing processes.
Apply: https://ntrs.wd1.myworkdayjobs.com/northerntrust/job/Chicago-IL/Employee-Experience-Transformation-and-Design-Lead_R155025
🔥 Ready for Infectious Change — Adoption Role - Manager, People Transformation & Enablement
AAA The Auto Club Group Manager, People Transformation & Enablement
Hybrid, Michigan preferred
One of the strongest adoption-oriented roles we have encountered. Focuses on leader follow-through, adoption, reinforcement, accountability mechanisms, and measurable workforce outcomes.
Apply: https://acg.wd1.myworkdayjobs.com/Careers/job/MI-Admin-Office-Building-AOB/Manager–People-Transformation—Enablement_JR16132 - Values & Culture Transformation Director
Micron Values & Culture Transformation Director
Boise, ID or San Jose, CA
Responsible for translating values into lived behaviors, driving AI transformation adoption, creating leadership behaviors, and measuring culture outcomes. A rare example of a role explicitly focused on moving from awareness to advocacy.
Apply: https://careers.micron.com/careers/job/42122446 - AI Adoption & Enablement Lead
Tanium AI Adoption & Enablement Lead
Addison, TX; Bellevue, WA; Durham, NC; Emeryville, CA; Reston VA (Hybrid)
A dedicated AI adoption role responsible for enterprise enablement, AI communities of practice, training, governance, utilization metrics, and productivity impact. A leading example of the emerging AI Adoption category.
Apply: https://job-boards.greenhouse.io/tanium/jobs/7967936 - Director, Internal Change Management
Oracle Director, Internal Change Management
US Remote/Federal consulting
Perhaps the most explicit adoption role in the batch. Adoption is treated as a success criterion, with ownership for adoption KPIs, employee sentiment listening, resistance reduction, workflow compliance, and leadership engagement.
Apply: https://eeho.fa.us2.oraclecloud.com/hcmUI/CandidateExperience/en/sites/jobsearch/job/335461
🟡 Not Yet Ready — Insight Role - Talent Analytics & AI Lead
Symbotic Talent Analytics & AI Lead
US Remote
A sophisticated people analytics role involving employee listening, predictive modeling, psychometrics, workforce intelligence, and AI-enabled analytics. Strong on diagnosis and insight generation, but lacks ownership for adoption and behavior change execution.
Apply: https://symbotic.wd504.myworkdayjobs.com/Symbotic/job/USA-Remote–Travel/Talent-Analytics—AI-Lead_R7266-1 - Senior People Analytics Consultant
Delta Dental Senior People Analytics Consultant
US Remote
Focused on workforce analytics, organizational diagnostics, employee behavior analysis, and evidence-based recommendations. A textbook example of the Insight → Influence Gap.
Apply: https://ejep.fa.us2.oraclecloud.com/hcmUI/CandidateExperience/en/sites/CX_1/job/3287 - Employee Listening and Insights Lead
NetApp Employee Listening and Insights Lead
San Jose, CA or Morrisville, NC
Leads employee listening strategy, survey programs, AI-supported interpretation, workforce insights, and reporting. Excellent role for employee listening professionals, though ownership stops short of change implementation.
Apply: https://careers.netapp.com/job/san-jose/employee-listening-and-insights-lead/27600/95903842736
🟡 Not Yet Ready — Influence Role - Business Transformation Consultant
Crossing Hurdles (Remote Contract)
Provides consulting expertise, strategic analysis, organizational transformation guidance, and business process improvement. Strong influence and advisory orientation, but lacks direct ownership of organizational outcomes.
Apply: https://www.linkedin.com/jobs/view/4413866697/
⚠️ Proceed with Caution — Administrative / Communications Role - People & Culture Manager
X-FAB (Lubbock, TX)
The role includes workforce transformation and culture responsibilities, but the majority of responsibilities remain focused on traditional HR management, talent acquisition, employee relations, compensation, payroll, and compliance.
Apply: https://www.paycomonline.net/v4/ats/web.php/portal/8826C687D0634661FD96261301F2199A/jobs/269893
Insights from ChatGPT
This is one of the strongest First Moves batches to date. The most notable pattern is the emergence of AI-era transformation roles, which appear in several different forms:
- Insight (Symbotic)
- Adoption (Tanium, Oracle, Micron)
- Transformation (GE Aerospace)
This progression neatly illustrates one of the central themes behind Infectious Change Design:
Insight is not Influence. Influence is not Adoption. Adoption is not Transformation.
Organizations increasingly understand that successful transformation requires more than communication and training. The strongest postings in this batch explicitly emphasize adoption, reinforcement, behavior change, leader accountability, employee sentiment, workflow redesign, and measurable utilization. In other words, many employers are beginning to recognize that successful change efforts are chain reactions—and that the real challenge is arranging the conditions that allow those chains of behavior to spread.
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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