Insights from ChatGPT on These Roles
This batch reinforced a trend that has become increasingly clear over the past several months: organizations are moving beyond traditional “change management” toward enterprise transformation capabilities that combine strategy, analytics, AI, and behavioral adoption. Three themes stood out.
1. Organizational Effectiveness continues to expand
Organizational Effectiveness is no longer limited to organization charts and leadership development. Increasingly, OE leaders are expected to integrate organization design, workforce planning, talent strategy, executive coaching, AI enablement, operating model redesign, and business transformation into a single enterprise capability.
2. AI is becoming embedded, not separate
Nearly every transformation role now mentions AI—not as a technology project, but as part of redesigning work itself. Organizations are increasingly hiring leaders who can rethink workflows, operating models, and employee experience while helping people successfully adopt AI-enabled ways of working.
3. The three capabilities continue to emerge
The postings continue to cluster into three distinct but complementary capabilities:
- Insight — Understanding what is happening through employee listening, organizational diagnostics, research, analytics, and behavioral science.
- Transformation — Designing and implementing new organizational structures, operating models, business processes, and strategic initiatives.
- Adoption — Helping leaders and employees successfully embrace and sustain new behaviors through communication, coaching, learning, influence, and change leadership.
Together, these roles continue to validate the framework emerging from Design the Dominos. Organizations increasingly recognize that successful change requires understanding people (Insight), redesigning systems (Transformation), and ensuring new behaviors become the norm (Adoption).
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Strongest to Weakest Alignment with
Infectious Change Design
🔥 Ready for Infectious Change
Insight
- Pacific Northwest National Laboratory — Organizational Effectiveness Consultant (I/O Psychologist) | Description: Internal organizational consulting role using organizational diagnostics, workforce analytics, behavioral science, culture assessment, and evidence-based recommendations to improve organizational effectiveness.
Why It Stands Out: One of the few true Industrial-Organizational Psychology positions currently available, blending organizational research, consulting, employee diagnostics, and strategic workforce decision-making.
Apply: https://careers.pnnl.gov/jobs/11778 - Caterpillar — Employee Listening & Insights Partner | Description: Leads enterprise employee listening, survey strategy, organizational diagnostics, and insight generation for business leaders.
Why It Stands Out: A rare enterprise role dedicated to turning employee feedback into strategic organizational decisions.
Apply: https://careers.caterpillar.com/en/jobs/r0000373688/employee-listening-and-insights-partner/ - Probolsky Research — Employee Survey Practice Lead | Description: Leads an employee survey consulting practice focused on organizational diagnostics, survey methodology, and client advisory services.
Why It Stands Out: Excellent opportunity for professionals specializing in employee listening and organizational research. A
pply: https://www.onlinejobs.ph/jobseekers/job/Employee-Survey-Practice-Lead-1645565
Transformation - Bristol Myers Squibb — Senior Director, Organizational Effectiveness & Development | Description: Enterprise leadership role responsible for organization design, organizational effectiveness, leadership development, and enterprise transformation.
Why It Stands Out: One of the strongest Organizational Effectiveness leadership positions posted this year.
Apply: https://bristolmyerssquibb.wd5.myworkdayjobs.com/BMS/job/Princeton—NJ—US/Senior-Director–Organizational-Effectiveness-and-Development_R1599312 - Honeywell Aerospace — Operational Excellence Consultant (Director) | Description: Leads enterprise Lean transformation, continuous improvement, and deployment of the Honeywell Aerospace Operating System across global operations.
Why It Stands Out: Outstanding operational transformation role blending Lean leadership with organizational change.
Apply: https://icfcjb.fa.ocs.oraclecloud.com/hcmUI/CandidateExperience/en/sites/Aerospace/job/115749 - Solventum — Director, Transformation Management Office | Description: Leads enterprise transformation initiatives, modernization programs, and strategic execution across the newly independent healthcare company.
Why It Stands Out: High-impact transformation office responsible for enterprise-scale strategic change.
Apply: https://healthcare.wd1.myworkdayjobs.com/Search/job/Remote—Massachusetts/Director–Transformation-Management-Office_R01131390 - MiniMed — Engagement Manager, Transformation Office | Description: Leads strategic transformation initiatives involving AI-enabled workflow redesign, operating model improvement, commercial transformation, and business simplification.
Why It Stands Out: Excellent blend of strategy, analytics, AI, execution, and organizational change.
Apply: https://mdtkangaroo.wd108.myworkdayjobs.com/MiniMedCareers/job/Northridge-California-United-States-of-America/Engagement-Manager–Transformation-Office_R-801125 - Proofpoint — VP, HRBP Leader | Description: Executive HR leader driving organizational transformation, executive partnership, workforce strategy, and business alignment.
Why It Stands Out: Senior executive role shaping enterprise talent and transformation strategy.
Apply: https://proofpoint.wd5.myworkdayjobs.com/ProofpointCareers/job/Sunnyvale-CA/VP–HRBP-Leader_R14281 - Protiviti — Business Performance Improvement – People & Change – HR Transformation Manager | Description: Consulting role leading HR transformation, organizational change, operating model redesign, and workforce modernization.
Why It Stands Out: Strong consulting opportunity for practitioners leading enterprise HR transformation.
Apply: https://roberthalf.wd1.myworkdayjobs.com/ProtivitiNA/job/DENVER/Business-Performance-Improvement—People—Change—HR-Transformation-Manager_JR-260721-2 - Thrivent — Director, Talent Management & Organizational Effectiveness | Description: Leads enterprise organization design, succession planning, leadership development, workforce transformation, and change leadership.
Why It Stands Out: Exceptional integration of talent management, organization design, and behavioral transformation into one executive role.
Apply: https://www.indeed.com/q-organizational-effectiveness-jobs.html - Volvo Group — People & Culture Senior Operations Analyst | Description: Supports HR operational excellence, workforce analytics, process improvement, and people operations modernization.
Why It Stands Out: Strong operations-focused transformation role applying analytics to HR modernization.
Apply: https://jobs.volvogroup.com/job/Greensboro-People-&-Culture-%2528HR%2529-Senior-Operations-Analyst-NC-27409/1351520755/
Adoption - Perficient — Change & Adoption Senior Consultant | Description: Leads enterprise change strategy, stakeholder readiness, communications, training, and adoption for AI-enabled business transformations.
Why It Stands Out: Excellent consulting role focused on making transformation stick through behavior change and adoption.
Apply: https://fa-etqd-saasfaprod1.fa.ocs.oraclecloud.com/hcmUI/CandidateExperience/en/sites/CX_1/job/2026000911 - Avance Consulting Group — Transformation Experience & Adoption Lead | Description: Focuses on employee experience, transformation adoption, and embedding new ways of working following organizational change.
hy It Stands Out: One of the few positions where “Adoption” is explicitly central to the role.
Apply: https://torre.ai/post/Owblk9kr-avance-consulting-group-transformation-experience-adoption-lead - Waubonsee Community College — Director of Organizational Development & Effectiveness | Description: Leads leadership development, organizational development, employee engagement, and institutional effectiveness.
Why It Stands Out: Broad organizational development leadership role emphasizing leadership capability and organizational learning.
Apply: https://waubonsee.csod.com/ux/ats/careersite/11/home/requisition/2115?c=waubonsee&lang=en-US
🟡 Not Yet Ready - Deloitte — Manager, Strategy, Growth & Transformation (Talent Architecture & Skills Governance) | Description: Leads governance of Deloitte’s enterprise talent architecture and skills framework.
Why It Stands Out: Interesting strategy and governance role, but primarily focused on taxonomy, governance, and data architecture rather than organizational transformation or behavior change.
Apply: https://apply.deloitte.com/en_US/careers/InviteToApply?jobId=356514
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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