The latest #EmployeeListening and #OrgChange positions, rated for the role’s impact on the organization. Don’t forget to check out the summary at the end of the list… and remember that many of the roles in prior issues have remained active.
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Featured Roles
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Strongest to Weakest Alignment with Infectious Change Design
🔥 Ready for Infectious Change
Insight
- Netflix — Survey Analyst, Employee Listening | Los Gatos, CA / New York, NY / Remote. Netflix’s Talent Analytics team is looking for someone to own employee listening programs from survey design through executive insight generation. The role combines survey methodology, people analytics, qualitative research, SQL, Python/R, dashboarding, and employee experience measurement. Why It Stands Out: This role sits squarely at the intersection of employee listening, people analytics, and organizational decision-making. It is one of the strongest Insight roles we’ve seen this year. Apply: https://explore.jobs.netflix.net/careers/job/790313619400
- NetApp — Employee Listening & Insights Lead | San Jose, CA or Raleigh, NC. Lead employee listening programs across the employee lifecycle, including onboarding, pulse, exit, and moments-that-matter surveys. Responsibilities include survey design, analytics, executive storytelling, AI-supported insight delivery, and manager enablement. Why It Stands Out: The role goes beyond survey administration and explicitly connects employee listening to leader action planning and workforce analytics. Apply: https://www.linkedin.com/jobs/view/4425389454/
- Pew Research Center — Managing Director, Survey Methods | Washington, DC. Lead survey methodology, measurement science, and large-scale research operations for one of the most respected survey organizations in the world. Why It Stands Out: A premier survey science leadership role that sits at the heart of insight generation and measurement. Apply: https://pewtrusts.wd5.myworkdayjobs.com/en-US/CenterExternal/job/Washington-DC-Pew-Research-Center/Managing-Director–Survey-Methods_R003204-1
Adoption - CVS Health — Sr. Manager, Clinical Change Adoption & Readiness | Remote. Lead readiness and adoption activities supporting clinical transformation initiatives. The title itself emphasizes adoption and readiness rather than communications or training. Why It Stands Out: Explicit accountability for adoption outcomes aligns directly with the principles of Infectious Change Design. Apply: https://jobs.cvshealth.com/us/en/job/CVSCHLUSR0885409EXTERNALENUS/Sr-Manager-Clinical-Change-Adoption-Readiness
- Director, Change Management – TMO | Remote. Enterprise healthcare transformation role responsible for readiness assessments, stakeholder engagement, executive sponsorship, and change execution across transformation portfolios. Why It Stands Out: Owns enterprise-scale change adoption rather than simply communicating transformation efforts. Apply: https://www.linkedin.com/jobs/view/4425787326/
- MKS Instruments — Change Management & Communications Manager | Andover, MA. Lead organizational change strategy, readiness assessments, stakeholder engagement, resistance management, adoption planning, and behavior change measurement. Why It Stands Out: Despite the communications title, the role explicitly owns adoption, readiness, resistance management, and behavior change outcomes. Apply: https://mksinst.wd1.myworkdayjobs.com/MKSCareersAmericas/job/Andover-MA/Change-Management—Communications-Manager_R17096
- Grant Thornton — Workforce Transformation Senior Associate | Multiple U.S. locations. Support workforce transformation initiatives through governance, readiness assessment, stakeholder engagement, communications, and workforce operations transformation. Why It Stands Out: Strong consulting role focused on helping organizations execute workforce transformation and organizational change programs. Apply: https://ehzq.fa.us2.oraclecloud.com/hcmUI/CandidateExperience/en/sites/CX_1/job/114495
Transformation - EY — People Consulting: Organizational Design Manager | Multiple U.S. locations. Lead organizational design, operating model development, workforce planning, governance design, and capability mapping efforts for client organizations. Why It Stands Out: Focuses on redesigning organizations themselves rather than simply helping people adapt to change. Apply: https://careers.ey.com/ey/job/Chicago-People-Consulting-Organizational-Design-Manager-Consulting-IL-60606/1275660801/
- StratasCorp Technologies — Organizational Change Management Lead | Washington, DC. Lead enterprise transformation, workforce strategy, organizational design, operating model development, and modernization initiatives. Why It Stands Out: Combines organizational design, workforce strategy, and transformation leadership into a single role. Apply: https://stratascorp.hua.hrsmart.com/hr/ats/Posting/view/1751
🟡 Not Yet Ready - Cisco — Manager, Learning & Development Programs & Consulting | Multiple U.S. locations. Build leadership capability, learning strategy, and workforce development programs aligned to business needs. Why It Doesn’t Quite Make It: Strong capability-building role but does not own organizational transformation or change adoption. Apply: https://careers.cisco.com/global/en/job/CISCISGLOBAL2013583EXTERNALENGLOBAL/Manager-Learning-Development-Programs-Consulting
- Philips — People Leader Partner | Cambridge, MA. Support workforce planning, engagement, leader effectiveness, and organizational change efforts within the business. Why It Doesn’t Quite Make It: Strong HRBP role supporting transformation, but does not own enterprise change adoption or transformation strategy. Apply: https://philips.wd3.myworkdayjobs.com/jobs-and-careers/job/Cambridge-US-Massachusetts-United-States/People-Leader-Partner–Cambridge–MA-_583515/
- Industrial Electric Manufacturing — Senior Manager, Leadership Development | Remote. Lead leadership development frameworks, competency models, and talent development programs. Why It Doesn’t Quite Make It: Leadership development and capability-building role rather than organizational transformation ownership. Apply: https://job-boards.greenhouse.io/industrialelectricmanufacturing/jobs/4207903009
- Russell Tobin (Retail Client) — Change Management Consultant (Contract) | Remote. Support readiness assessments, stakeholder engagement, leadership advisement, and change planning activities. Why It Doesn’t Quite Make It: Traditional OCM implementation role focused on readiness and rollout support rather than ownership of enterprise transformation or behavior-spread mechanisms. Apply: https://www.linkedin.com/jobs/view/4429173094/
- Sr. Manager, Transformation Strategy (Enterprise Technology Client) | Remote. Responsible for executive transformation narrative development, executive communications, and transformation storytelling. Why It Doesn’t Quite Make It: Primarily responsible for executive communications and transformation messaging rather than transformation execution or adoption. Apply: https://www.linkedin.com/jobs/view/4425787324/
Insights from ChatGPT
This batch was particularly strong in employee listening, workforce transformation, and enterprise adoption roles. The most notable trend is the number of positions explicitly accountable for readiness, adoption, stakeholder engagement, and workforce transformation outcomes rather than traditional communications support. Employee listening roles from Netflix and NetApp demonstrate continued investment in workforce intelligence and feedback systems, while CVS, MKS, Grant Thornton, and enterprise transformation offices emphasize ensuring that change is actually adopted and sustained. The transformation category remains anchored by organizational design and workforce architecture roles at EY and StratasCorp, reflecting organizations’ growing focus on redesigning systems and structures rather than simply implementing new initiatives.
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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