First Moves: 31 July 2026

Strongest to Weakest Alignment with
Infectious Change Design

Click to See Rating Logic

🔥 Ready for Infectious Change (Click to see what Infectious Change is)

1. TEKsystems Global Services — Change Adoption Lead | Location: Chicago, IL | Work Arrangement: Fully remote contract | Pay: $120 per hour | Posting Status: Anticipated closing date August 7, 2026 | Why It Stands Out: The posting explicitly rejects superficial activity measures such as training completion and license utilization. It instead requires metrics tied to behavioral change, user effectiveness, business value, risk indicators, intervention triggers, lessons learned, and sustained adoption. Readiness evidence and design workshops shape the strategy; sponsors and people leaders model and reinforce behavior; and adoption signals trigger intervention and recalibration through stabilization. What to Pay Attention To: This is a temporary contract role using TEKsystems’ established adoption framework. Clarify the contract duration, client context, expected hours, benefit eligibility, any Chicago requirements, and how much freedom the Lead has to adapt the framework or modify the project when evidence reveals a problem. How to Position Yourself: Present a technology transformation in which readiness evidence, stakeholder resistance, or a design workshop changed the delivery plan or solution. Show how you activated sponsors and champions, embedded change work into the central project plan, tracked behavioral and business indicators, intervened early, and sustained adoption through stabilization. Apply: https://careers.teksystems.com/us/en/job/JP-006179646/Change-Adoption-Lead
   
   
2. Marriott International — Senior Director, Change Management and Associate Engagement | Location: Bethesda, MD, or Remote | Work Arrangement: Hybrid for candidates within commuting distance of Bethesda; candidates outside that area may be considered for remote work | Salary: $151,100–$244,000; bonus and stock eligible | Why It Stands Out: This role explicitly connects stakeholder interviews, readiness analysis, impact assessment, journey mapping, and Talent Analytics to tailored interventions. Leaders and managers become sponsors and champions, regional teams localize implementation, and adoption, utilization, and sustainment metrics enable course correction. The position also has substantial enterprise influence through team leadership, executive advising, and Board-level visibility. What to Pay Attention To: The remit is concentrated on HR, learning, talent, and leadership-capability transformations and includes considerable executive communications, Board presentations, internal platforms, newsletters, toolkits, and cascade materials. Determine whether the Senior Director can change program design when associate evidence reveals a problem—or is primarily responsible for encouraging adoption of solutions already designed by the HR COEs. How to Position Yourself: Use a global transformation example showing how stakeholder interviews, journey mapping, or readiness evidence changed the design or sequence of an initiative. Demonstrate how you equipped leaders and managers, localized implementation, tracked adoption and sustainment rather than communication reach, corrected course, and produced measurable business or associate outcomes. Apply: https://careers.marriott.com/senior-director-change-management-and-associate-engagement/job/22377FAE21C9793071434BB421228ABB
   
   
3. Microsoft — Director, Organization Development | Location: Redmond, WA | Work Arrangement: Three days per week in office; less than 25% travel | Salary: $130,900–$277,200; different ranges apply to the San Francisco Bay Area and New York City | Why It Stands Out: Microsoft treats OD as the discipline of changing real systems rather than delivering recommendations. The role connects qualitative and quantitative diagnosis with information flow, governance, goals, metrics, process redesign, culture activation, leadership practices, strategic tradeoffs, implementation, fast learning, and durable behavior change. The Director also leads a team capable of extending that work. What to Pay Attention To: The mandate appears focused primarily on transforming Microsoft’s People organization and will likely involve executive pressure, political complexity, rapid decisions, budget tradeoffs, and people-management responsibilities. Clarify the team size, the balance between internal People transformation and broader business-unit consulting, and whether the emphasis on speed leaves enough room for employee discovery and participatory design. How to Position Yourself: Present a complex transformation that began with qualitative and quantitative diagnosis, isolated the highest-leverage system and behavioral issues, and resulted in changes to structures, decision rights, leadership practices, processes, or culture. Explain how you mobilized executives and HR partners, adjusted from new evidence, and demonstrated durable business and cultural outcomes. Apply: https://apply.careers.microsoft.com/careers/job/1970393556928329
   
   
4. Harvey — Engagement Manager | Location: San Francisco, CA | Work Arrangement: Full-time; up to 50% travel | Salary: $159,200–$238,800 plus equity | Why It Stands Out: This is a deployment-centered transformation role rather than conventional software implementation. The Engagement Manager maps current workflows, uses customer discovery to select high-value applications, redesigns real attorney work, activates change champions, monitors usage, removes barriers, advises executives on operating-model changes, and remains accountable until adoption is sustainable and measurable. What to Pay Attention To: This is a demanding client-services role within Harvey’s Sales organization, with substantial travel and an explicitly high-intensity culture. Clarify how sustainable adoption is verified, how outcomes are tracked after the handoff to Customer Success, and whether commercial pressure ever compresses discovery or learning. How to Position Yourself: Use a case showing how workflow observation or stakeholder discovery changed a proposed deployment. Explain how you selected high-value use cases, redesigned real work with technical partners, mobilized champions, removed blockers, monitored usage and value, and established a durable transition. Apply: https://jobs.ashbyhq.com/harvey/2faddc24-1463-4878-9b43-ec8090a39c88
   
   
5. Parexel — Associate Director, Strategic Adoption (Change Enablement) | Location: North Carolina | Work Arrangement: Remote; East Coast location expected | Salary: Not stated | Why It Stands Out: This role connects stakeholder and readiness evidence to enterprise implementation, barrier removal, champion networks, reinforcement, adoption measurement, continuous improvement, and sustainable behavior change. Its AI-enablement mandate provides a concrete enterprise-scale challenge: building responsible AI use and embedding it into daily operations. What to Pay Attention To: The position may still devote substantial time to executive presentations, newsletters, communications, training coordination, SharePoint, and CoE methodologies. Determine whether the Associate Director can alter the transformation when readiness evidence exposes design or operational problems—or is expected primarily to improve communications, learning, and stakeholder acceptance. How to Position Yourself: Use a transformation example that follows the full path from stakeholder or readiness evidence through a changed implementation decision, barrier mitigation, leader and champion activation, reinforcement, and measurable adoption. For AI work, demonstrate how you established responsible daily use and changed workflows or decisions. Apply: https://jobs.parexel.com/en/job/-/-/877/97520181152
   
   
6. Paychex — Principal, Employee Experience Enablement Partner | Location: Cincinnati, OH; Rochester, NY; or Saint Petersburg, FL | Work Arrangement: Hybrid | Salary: $98,300–$150,600 | Why It Stands Out: This is a strong end-to-end Employee Experience role. It uses employee listening, journey mapping, frontline insights, and operational data to identify friction; designs changes across people, processes, technology, policies, and workplace conditions; supports implementation; drives adoption; establishes accountability; and measures employee, customer, and business outcomes. Listening and journey mapping are inputs to organizational change—not endpoints. What to Pay Attention To: This is a senior individual-contributor role that depends on influence rather than formal authority. Its Total Experience framing may emphasize customer outcomes and service delivery, so clarify how conflicts between employee needs and short-term operational priorities are resolved and how much implementation ownership remains with the Principal. How to Position Yourself: Present an end-to-end example in which employee listening or journey mapping uncovered friction affecting customers. Explain how you prioritized the issue using operational evidence, mobilized multiple functions to change the system, and quantified adoption and the resulting employee, customer, retention, productivity, or service outcomes. Apply: https://careers.paychex.com/careers/jobs/44366
   
   
7. The Auto Club Group — Leader Effectiveness Consultant | Location: Remote, USA | Work Arrangement: Estimated quarterly travel to Dearborn, MI, or Tampa, FL | Salary: $90,000–$130,000 plus annual bonus | Posting Status: Expected to remain open through August 30, 2026, although it may close earlier | Why It Stands Out: This role addresses the familiar breakdown after an employee survey: leaders receive results but fail to translate them into credible commitments or sustain follow-through. The Consultant owns the infrastructure, coaching, reinforcement, standards, monitoring, and escalation needed to close that gap across a large leader population. What to Pay Attention To: The remit focuses on leader action planning rather than ownership of the full listening strategy or broader organizational-change portfolio. Clarify whether leaders are held accountable for employee and business outcomes—not simply completing action plans—and how much escalation authority the Consultant has. How to Position Yourself: Show how you helped leaders interpret listening results, select behaviorally specific commitments, assign owners, establish reinforcement routines, coach resistant leaders, and monitor both adoption and plan quality. Demonstrate visible employee or business outcomes rather than merely higher action-plan completion. Apply: https://acg.wd1.myworkdayjobs.com/Careers/job/USA/Leader-Effectiveness-Consultant_JR17139
   
   
   🟡 Not Yet Ready
   
   
8. HealthEdge — Senior Employee Experience Partner | Location: Remote, US | Work Arrangement: Full-time; global support across regions and time zones; travel may be required | Salary: Not stated | Why It Stands Out: Compared with many HR-partner roles, this position moves beyond policy support. It translates engagement-survey results into team and site plans, facilitates listening sessions, examines onboarding feedback, coaches managers in real time, identifies systemic risks during change, and uses recurring employee-relations and workforce patterns to inform leaders and People Business Partners. What to Pay Attention To: Employee relations is central to the job. The Partner owns investigations, performance and conduct matters, interpersonal conflicts, sensitive exits, leave coordination, compliance, documentation, and escalation. Those reactive responsibilities could dominate the workload, while broader authority over change design and sustained adoption is less evident. How to Position Yourself: Show how you detected a recurring pattern across cases, surveys, or listening sessions; diagnosed the underlying cause; influenced managers or People Business Partners to change a practice; supported employees through the transition; and measured whether engagement, retention, morale, or team performance improved. Apply: https://www.linkedin.com/jobs/view/4444169304/
   
   
9. Harvard University — Sr. Organizational Development Consultant and Executive Coach | Location: Cambridge, MA | Work Arrangement: Hybrid; schedule determined by the department | Salary: Harvard grade 059; numerical range not stated | Why It Stands Out: This is a high-caliber internal consulting role combining organizational assessment, qualitative research, organization redesign, culture change, strategic planning, large-scale interventions, and executive coaching. It provides direct access to senior administrative and faculty leaders across Harvard’s schools and departments. What to Pay Attention To: The work may be primarily advisory, with implementation depending on each school or unit. Although assessment and intervention design are prominent, the posting does not explicitly connect employee listening to those interventions or describe adoption measures, reinforcement mechanisms, feedback loops, and systematic evaluation. Executive coaching is also a substantial qualification and responsibility. How to Position Yourself: Present a case beginning with qualitative organizational diagnosis, showing how employee or stakeholder evidence changed the intervention, and following the work through organization redesign or culture change into specific leader and team behaviors. Pair executive-coaching credentials with evidence that you influenced implementation and measured organizational outcomes. Apply: https://careers.harvard.edu/job/sr-organizational-development-consultant-and-executive-coach-in-cambridge-ma-united-states-jid-1727
   
   
10. Samsung Electronics America — Manager, Strategic People Initiatives | Location: Plano, TX | Work Arrangement: On-site | Salary: Not stated | Application Deadline: September 14, 2026 | Why It Stands Out: This role combines focus groups and stakeholder feedback with executive-sponsored projects, implementation planning, program improvement, and outcome tracking. It offers unusually broad exposure for a manager-level individual contributor and operates outside the boundaries of established Employee Experience and Talent Development programs. What to Pay Attention To: The deliberately broad mandate makes the actual balance among strategic initiatives, executive requests, event support, presentations, communications, and peak-workload coverage difficult to predict. Although listening and implementation are present, the posting does not give the role explicit responsibility for sustained behavior adoption or changes to organizational systems and norms. How to Position Yourself: Show how you converted an ambiguous executive request into a well-diagnosed initiative, used focus groups or stakeholder feedback to change the solution, influenced leaders without formal authority, and produced measurable improvements in participation, trust, leadership practices, or employee behavior. Apply: https://sec.wd3.myworkdayjobs.com/Samsung_Careers/job/6625-Excellence-Way-Plano-TX-USA/Manager–Strategic-People-Initiatives_R119026-1
    
    
11. Circana — Senior Manager, People Analytics & HR Insights | Location: Remote, US | Salary: $100,000–$130,000 plus bonus | Why It Stands Out: Circana treats people analytics as an enterprise capability and behavior-change challenge—not merely dashboard production. The role combines an executive-facing analytics roadmap, HR-data governance, scorecard adoption, cross-functional influence, and explicit responsibility for changing stakeholders’ data practices and accountability. What to Pay Attention To: Its listening is primarily workforce-data analysis rather than employee listening. Its change authority also centers on data standards, reporting practices, UKG Pro remediation, and analytics maturity—not broader organizational interventions. The lack of direct reports may further limit its leverage. How to Position Yourself: Emphasize examples of stabilizing HR data while building a credible analytics strategy, converting workforce evidence into executive decisions, gaining adoption of governance standards among stakeholders who did not report to you, and connecting scorecards to measurable workforce and business outcomes. Apply: https://jobs.circana.com/careers/job/1133914960578?domain=circana.com
    
    
    ⚠️ Proceed with Caution
    
    
12. Fitpoint Talent Solutions — Executive People, Culture and Talent Coach for a confidential client | Location: Remote, US; occasional travel | Salary: $200,000–$250,000 plus bonus | Why It Stands Out: The role promises access to CEOs and leadership teams across culture, executive coaching, talent strategy, engagement, succession, organizational design, onboarding, and growth. If genuine and sufficiently empowered, it could offer broad exposure and meaningful coaching impact. What to Pay Attention To: The client or clients, industries, employment entity, reporting relationship, number and size of supported organizations, workload, authority, team resources, assessment methods, and bonus mechanics are undisclosed. The compensation is unusually high for a broadly worded advisory role posted through a small staffing firm. The posting also does not explain how employee evidence is gathered, recommendations are implemented, new practices are reinforced, or outcomes are evaluated. How to Position Yourself: First verify the client, employment entity, engagement model, executive sponsor, supported organizations, compensation terms, assessment methods, and measures of success. If verified, present an example in which culture evidence changed leadership decisions, translated into specific leadership or talent-system practices, and produced measurable engagement, retention, succession, or performance outcomes. Apply: https://www.linkedin.com/jobs/view/4447535798/
    
    
13. Fulchester Consultants — CEO Advisor, Leadership Effectiveness & Operational Excellence for a confidential client | Location: Remote, US; occasional travel | Salary: $250,000–$300,000 plus profit sharing | Why It Stands Out: The opportunity promises direct access to a CEO and executive team while combining executive coaching with operational improvement across leadership, strategy, talent, finance, HR, compliance, engagement, succession, and growth. If the advisor is genuinely empowered, that breadth could create substantial influence. What to Pay Attention To: The client, industry, organizational size, employment entity, reporting relationship, resources, and precise authority are undisclosed. The compensation is unusually high for a broadly defined advisory role posted through a small consulting firm. The posting also lacks a structured listening process, implementation authority, behavior-adoption mechanisms, and a clear evaluation system. How to Position Yourself: Proceed first as a verifier. Confirm the client, employment entity, reporting relationship, executive sponsor, organizational context, compensation and profit-sharing mechanics, and how results will be measured before sharing sensitive information. If verified, show how your coaching produced specific changes in decisions, operating routines, cross-functional accountability, and measurable performance. Apply: https://www.linkedin.com/jobs/view/4447556508/
    
    
14. Ladders — Employee Experience and Development for a confidential information-technology client | Location: Remote, US | Salary: $166,000–$185,000; bonus eligibility and stock options | Why It Stands Out: The role includes engagement surveys, data analysis, employee feedback sessions, leadership development, and lifecycle programming. Its compensation is unusually high for responsibilities centered on surveys, onboarding, training, events, recognition, DEI, and ERG management. What to Pay Attention To: The posting contains a major contradiction. Its opening describes a growth-marketing position responsible for customer acquisition, campaigns, conversion, and revenue; its responsibilities describe Employee Experience. The client is unnamed, and the posting omits the reporting relationship, organizational scale, decision authority, team structure, and concrete outcomes. Even taking the EX duties at face value, the work appears focused more on survey administration and HR-program delivery than organizational change or sustained behavior adoption. How to Position Yourself: Ask the recruiter to reconcile the marketing description with the EX responsibilities and clarify the client, reporting relationship, authority, organizational scope, and expected outcomes. If legitimate, emphasize how you converted survey evidence into targeted improvements and changed leader or employee behavior—not merely that you delivered programs and events. Apply: https://www.linkedin.com/jobs/view/4446733794/