Insights from ChatGPT on These Roles
This collection includes a diverse set of leadership and consulting roles spanning organization design, organizational effectiveness, employee experience, culture transformation, and AI-enabled change. While each position contributes to improving organizational performance, they differ substantially in the breadth of their responsibilities. The First Moves ratings highlight those roles that integrate organizational insight, transformation, and behavior adoption into a single practice, rather than emphasizing only one or two of those capabilities.
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Strongest to Weakest Alignment with
Infectious Change Design
🔥 Ready for Infectious Change
- Hyland – Lead Organizational Development Specialist | Transformation | Leads enterprise organizational diagnostics, organization design, leadership consulting, workforce capability, AI enablement, and organizational effectiveness. Why It Stands Out: Strong integration of organizational insight, transformation, and adoption.
Apply: https://careers-hyland.icims.com/jobs/14186/lead-organizational-development-specialist/job - Perceptyx – Enterprise Consulting Role | Insight | Advises enterprise clients using employee listening, organizational diagnostics, behavioral science, executive consulting, and action planning. Why It Stands Out: Exemplifies the integration of employee listening with organizational change.
Apply: https://jobs.gem.com/perceptyx/am9icG9zdDrh-xMz0sWqI_vjIu47KVzc - Cummins – Organization Effectiveness Director | Transformation | Leads enterprise organization design, operating models, workforce strategy, executive consulting, and organizational diagnostics. Why It Stands Out: One of the strongest corporate Organization Effectiveness roles reviewed.
Apply: https://cummins.jobs/columbus-in/organization-effectiveness-director/A619BA0D33694CF28960C044AEB02F80/job/ - Assurant – Director, People Experience Center | Insight | Uses employee interactions, AI, analytics, and continuous improvement to redesign the employee experience and HR service delivery model. Why It Stands Out: Combines employee insight with enterprise transformation and adoption.
Apply: https://jobs.assurant.com/en/jobs/job/director-people-experience-center-united-states-virtual-r-114588/ - Ownership Works – Consulting Role | Transformation | Advises organizations on culture transformation, employee engagement, leadership alignment, organizational diagnostics, and implementation. Why It Stands Out: Excellent consulting role integrating insight and culture change.
Apply: https://ownershipworks.pinpointhq.com/postings/80d0713c-c8f7-4897-8cdd-cc315019a845 - Northern Trust – Process Engineer / Transformation Lead | Transformation | Leads process redesign, workforce analytics, journey mapping, human-centered design, technology enablement, and organizational transformation. Why It Stands Out: Outstanding convergence of organizational effectiveness and experience design.
Apply: https://ntrs.wd1.myworkdayjobs.com/northerntrust/job/Chicago-IL/Process-Engineer—Transformation-Lead_R155025 - Senior Organizational Effectiveness Consultant | Transformation | Enterprise consulting focused on organization design, workforce strategy, diagnostics, executive consulting, and change execution. Why It Stands Out: Excellent corporate OE consulting role with broad organizational influence.
Apply: https://ejep.fa.us2.oraclecloud.com/hcmUI/CandidateExperience/en/sites/CX_1/job/3298 - Centric Consulting – Director, Culture Enablement | Transformation | Leads enterprise culture transformation, stakeholder feedback, leadership enablement, adoption measurement, and organizational effectiveness. Why It Stands Out: Outstanding integration of culture strategy with measurable organizational change.
Apply: https://phg.tbe.taleo.net/phg02/ats/careers/v2/viewRequisition?org=CENTCONS&cws=38&rid=6832 - Insight – Lead Org Design & Change Management Consultant | Transformation | Leads enterprise operating model redesign, Agile organization design, leadership coaching, and cloud transformation consulting. Why It Stands Out: Excellent enterprise consulting role integrating organization design with sustained adoption.
Apply: https://careers.insight.com/careers/job/171841168161 - AstraZeneca – Director, Culture & Capability | Adoption | Leads enterprise AI communications, culture transformation, stakeholder engagement, leadership coaching, adoption metrics, and behavioral change. Why It Stands Out: Excellent example of enterprise AI transformation through culture and behavior.
Apply: https://careers.astrazeneca.com/job/-/-/7684/95412040336 - ThoughtLogic – Enterprise Consulting Role | Transformation | Advises clients on organization design, workforce strategy, operating models, executive alignment, AI transformation, and sustained adoption. Why It Stands Out: Strong enterprise consulting role aligned with the ICD framework.
Apply: https://thoughtlogic.pinpointhq.com/postings/8d6325e9-f112-4e17-a69f-c93654d4e5f9
🟡 Not Yet Ready for Infectious Change - Gong – People Analytics Manager | Insight | Leads workforce analytics, dashboards, executive reporting, and organizational insight. Why It Stands Out: Excellent people analytics role but does not own enterprise transformation or behavior adoption.
Apply: https://job-boards.greenhouse.io/gongio/jobs/4692228006 - Enterprise Change Management Consultant (LinkedIn posting) | Adoption | Leads stakeholder engagement, AI adoption, readiness, communications, and organizational change execution. Why It Stands Out: Strong adoption role without significant employee listening ownership.
Apply: https://www.linkedin.com/jobs/view/4436803408/ - McGraw Hill – Organizational Effectiveness Role | Adoption | Supports organizational effectiveness, leadership development, enterprise consulting, and capability building. Why It Stands Out: Broad OD responsibilities, but organizational insight remains secondary. Apply: https://careers.mheducation.com/jobs/6931
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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