Insights from ChatGPT on These Roles
This collection includes a broad range of roles spanning organizational effectiveness, talent strategy, employee experience, organizational design, and enterprise change management. While every position contributes to improving organizations, they differ considerably in scope and responsibility.
Using the Infectious Change Design framework, I evaluate each role according to whether it integrates three capabilities: understanding the organization through meaningful insight, redesigning how work gets done, and helping new behaviors spread and become the new normal. The highest-rated positions demonstrate responsibility across all three areas, while others emphasize only one or two. My goal is not simply to collect interesting jobs, but to identify the roles that are most closely aligned with the emerging practice of designing organizational change.
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Strongest to Weakest Alignment with
Infectious Change Design
🔥 Ready for Infectious Change
- Smith+Nephew – Future of Work, Organisations Design Director | Transformation | Leads enterprise Future of Work strategy, organization design, workforce planning, AI-enabled work redesign, governance, capability building, and adoption across the global organization. Why It Stands Out: One of the strongest Future of Work positions we’ve encountered, integrating organizational design, digital transformation, and measurable business outcomes.
Apply: https://smithnephew.wd5.myworkdayjobs.com/External/job/UK—Field/Future-of-Work–Organisations-Design-Director_R91243 - Autodesk – Senior Organization Effectiveness Consultant | Transformation | Internal consulting role focused on organization design, workforce planning, organizational health, operating models, AI-enabled work design, and executive consulting. Why It Stands Out: Excellent example of enterprise organization effectiveness consulting with broad strategic influence.
Apply: https://autodesk.wd1.myworkdayjobs.com/Ext/job/AMER—United-States—Colorado—Denver—Wewatta/Senior-Org-Effectiveness-Consultant_26WD97717 - Great Minds – Vice President, Talent Strategy | Adoption | Leads talent strategy, organization design, workforce planning, employee experience, engagement, leadership development, continuous feedback, and talent analytics. Why It Stands Out: Outstanding integration of talent strategy, organizational effectiveness, employee listening, and leadership capability.
Apply: https://greatminds.recruitee.com/o/vice-president-talent-strategy - Globant – Cultural Hacking Studio Partner | Transformation | Executive consulting role leading behavioral science, organizational design, AI transformation, executive advisory, culture change, and measurable organizational outcomes. Why It Stands Out: One of the strongest consulting roles reviewed, integrating behavioral science directly into enterprise transformation.
Apply: https://career.globant.com/job/cultural-hacking—studio-partner—us/78682 - BetterUp – Enterprise Transformation / Strategic Consulting Role | Adoption | Leads executive coaching, organizational diagnostics, stakeholder engagement, behavioral change, leadership effectiveness, and enterprise transformation. Why It Stands Out: Strong integration of coaching, diagnostics, and measurable behavior change.
Apply: https://jobs.ashbyhq.com/betterup/f38f3cd8-463d-4c63-b22c-c8ee8c1f3fc4 - CHRISTUS Health – Director, Associate Experience & Talent Insights | Insight | Owns enterprise employee listening, experience strategy, talent insights, executive advising, action planning, recognition, and continuous improvement. Why It Stands Out: Perhaps the strongest employee listening role we’ve reviewed, with clear ownership of converting insight into organizational action.
Apply: https://careers.christushealth.org/opportunity/director-associate-experience-talent-insights-358928
🟡 Not Yet Ready for Infectious Change - Clio – (Role previously reviewed) | Transformation | Strategic transformation and program leadership role. Why It Stands Out: Strong transformation work but limited ownership of employee listening and sustained behavior change.
Apply: https://www.clio.com/about/careers/job_id=JOB_POSTING-3-5814/ - StratasCorp – Organizational Change Consultant | Adoption | Supports organizational change, stakeholder engagement, readiness, communications, and adoption activities. Why It Stands Out: Excellent execution role but primarily supports rather than owns the full change system.
Apply: https://stratascorp.hua.hrsmart.com/hr/ats/Posting/view/1751 - Continental – Talent Management & Organizational Development Manager | Adoption | Leads plant-level talent management, workforce planning, leadership development, and organizational capability. Why It Stands Out: Strong manufacturing OD role with limited enterprise listening responsibilities.
Apply: https://jobs.smartrecruiters.com/Continental/744000135821049-talent-management-organizational-development-manager-onsite-sumter-sc-plant - Lonza – Organization Design Role | Transformation | Enterprise organization design and operating model consulting. Why It Stands Out: Excellent structural transformation work but limited employee listening and behavioral adoption ownership.
Apply: https://www.lonza.com/jobs/R77048 - Grant Thornton – Workforce Transformation Senior Associate | Transformation | Workforce transformation consulting with governance, communications, stakeholder engagement, readiness, and change management. Why It Stands Out: Strong consulting position but lacks ownership of organizational insight and employee listening.
Apply: https://ehzq.fa.us2.oraclecloud.com/hcmUI/CandidateExperience/en/sites/CX_1/job/114495 - International Justice Mission – Research Specialist, Program Measurement | Insight | Conducts program measurement, research, evaluation, analytics, and evidence generation. Why It Stands Out: Outstanding research role, but focused on measurement rather than organizational transformation or adoption.
Apply: https://ijm.wd5.myworkdayjobs.com/careers-ijm/job/District-of-Columbia—Hybrid/Research-Specialist—Program-Measurement_R-02307 - Sound Transit – Change Management Specialist | Adoption | Leads ERP change management, stakeholder engagement, ADKAR assessments, readiness, communications, and adoption. Why It Stands Out: Strong enterprise implementation role centered on technology adoption rather than organizational listening.
Apply: https://recruiting.ultipro.com/SOU1036SOUND/JobBoard/dcc5dbea-875e-4cd1-bfd2-8e046cecc54f/OpportunityDetail?opportunityId=2d8f1c83-0475-4613-b77d-33f05ed8a51a - Director, Talent & Organizational Development | Adoption | Leads leadership development, succession, performance management, organizational development, and People Analytics partnership. Why It Stands Out: Broad enterprise talent role but employee listening and behavior-change design remain secondary responsibilities.
Apply: https://www.tealhq.com/job/director-talent-and-organizational-development_7ea1a470099aa923b89e40fa59c22928e2f3e
⚠️ Proceed with Caution - Centerstone – Director of Organizational Learning & Development | Adoption | Executive leadership development and learning strategy role supporting capability building and succession planning. Why It Stands Out: Strong L&D leadership role but primarily focused on training rather than enterprise organizational change or employee listening.
Apply: https://centerstone.wd5.myworkdayjobs.com/en-US/CenterstoneCareers/job/Director-of-Organizational-Learning—Development_JR-031965
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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