Insights from ChatGPT on These Roles
This edition of #FirstMoves was a particularly strong batch for executive-level transformation positions. Organizations continue to invest in enterprise transformation, particularly around AI adoption, workforce architecture, organizational effectiveness, and scaling innovation. Several roles moved beyond traditional change management into designing systems that make new behaviors sustainable, while others remained focused on implementation and communications.
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Strongest to Weakest Alignment with
Infectious Change Design
🔥 Ready for Infectious Change
- Sanofi — Global Lead, Innovation Expansion & Adoption
Location: Cambridge, MA or Morristown, NJ (Hybrid)
This role is almost a blueprint for Infectious Change Design. It owns the transition from innovation pilots to enterprise adoption through governance, change leadership, business partnering, KPI design, adoption measurement, peer learning, and reinforcement. One of the strongest transformation roles we’ve seen this year.
https://jobs.sanofi.com/en/job/-/-/2649/41234348992 - Disney — VP, HR Transformation Management Office (TMO)
Location: Burbank, CA (Hybrid)
Executive HR transformation leadership overseeing enterprise transformation governance, operating models, strategic portfolio management, organizational change, and execution across the HR function.
https://www.disneycareers.com/en/job/burbank/vp-hr-transformation-management-office-tmo/391/97236079920 - Nestlé — Head of Employee Experience & Belonging
Location: Vevey, Switzerland (Hybrid)
Leads Nestlé’s global Employee Experience and Belonging strategy through enterprise employee listening, human-centered design, service design, journey mapping, People Analytics, culture transformation, and executive advisory. One of the strongest Employee Experience leadership roles we’ve reviewed and an excellent example of translating employee insight into enterprise-wide behavioral and cultural change.
https://jobdetails.nestle.com/job/Vevey-Head-of-Employee-Experience-&-Belonging/1408434333/ - Under Armour — Director, Workforce Architecture
Location: Baltimore, MD (Hybrid)
Enterprise workforce architecture and organizational design leadership responsible for workforce planning, organizational structures, future capability design, and enterprise transformation.
https://careers.underarmour.com/job/Baltimore-Director%252C-Workforce-Architecture-MD-21230/1407192800/ - PPL Corporation — Organizational Development Lead
Location: Allentown, PA; Louisville, KY; Providence, RI (Hybrid)
Enterprise organizational development role spanning leadership development, talent strategy, succession planning, organizational design, workforce planning, change management, and organizational effectiveness consulting.
https://careers.pplweb.com/jobs/14946 - JPMorgan Chase — Change Management Lead, Employee Success
Location: Jersey City, NJ or Columbus, OH
Senior enterprise change leadership supporting employee experience products through integrated change planning, readiness, adoption, stakeholder engagement, and product partnership.
https://jpmc.fa.oraclecloud.com/hcmUI/CandidateExperience/en/sites/CX_1001/job/210769086 - Cognizant — Consulting Manager, Organizational Change Management
Location: Multiple locations available
Consulting leadership role delivering enterprise organizational change management, transformation strategy, stakeholder engagement, adoption, communications, and executive advisory services.
https://careers.cognizant.com/global-en/jobs/00069701152/consulting-manager-organizational-change-management/ - GE Vernova — AI Workforce Transformation Organizational Design Project Manager
Location: Multiple locations available
AI workforce transformation focused on organizational design, workforce strategy, operating models, and enterprise AI adoption.
https://careers.gevernova.com/ai-workforce-transformation-organizational-design-project-manager/job/R5047444 - Deloitte — Organization Transformation / Change (Invite Posting)
Location: Multiple locations available
Large-scale organization transformation consulting supporting operating model redesign, workforce transformation, organizational effectiveness, and change execution.
https://apply.deloitte.com/en_US/careers/InviteToApply?jobId=351685
🟡 Not Yet Ready - Booz Allen Hamilton — Organizational Transformation Consultant
Location: Washington, DC area (Hybrid)
Good transformation consulting work, although heavily government focused with more emphasis on delivery than broad behavior adoption.
https://careers.boozallen.com/careers/JobDetail?jobId=124405 - Walsh Business Growth Institute — People Architect
Location: Remote (Contract)
Interesting advisory model centered on organizational growth and leadership, but geared toward small business consulting rather than enterprise organizational change.
https://www.linkedin.com/jobs/view/4430341408/ - Acro Service Corp — Organizational Development Consultant (Contract)
Location: Lexington, MA (Hybrid)
Strong OD, coaching, assessment, leadership development, and facilitation work supporting a scientific organization. Contract position through a staffing firm.
https://www.linkedin.com/jobs/view/4439890599/
⚠️ Proceed with Caution - Valen Group — Strategic Planning Consultant
Location: Cincinnati, OH (On-site, Contract)
Excellent facilitation and executive strategy work but primarily strategic planning rather than organizational behavior change.
https://www.linkedin.com/jobs/view/4440996538/ - Ladders — Senior Change Manager (Finance & Insurance Client)
Location: Remote US
Traditional Prosci/ADKAR change management supporting operational improvement. Limited emphasis on organizational design or sustained capability building.
https://www.linkedin.com/jobs/view/4438704124/ - NLB Services — Senior Staff Organizational Change Management Consultant
Location: Remote US
Comprehensive enterprise OCM focused heavily on communications, governance, readiness, and technology implementation. Strong execution role but primarily classic change management.
https://www.linkedin.com/jobs/view/4440235992/
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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