First Moves: 3 August 2026

Strongest to Weakest Alignment with
Infectious Change Design

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

1. Cargill — Senior Director, Culture & Inclusion | Location: Wayzata, MN | Work Arrangement: Full time; Wayzata-based | Salary: $178,000–$240,000 plus discretionary incentive | Posting Status: Complete and active
   
   Why It Stands Out: Cargill explicitly connects Voice of Employee with enterprise culture implementation. This leader oversees listening tools and surveys, translates findings into action, guides Values, Behaviors, and Culture Shifts, and influences senior leaders to embed those shifts in everyday practices and decisions. The role also uses analytics, efficacy measures, and continuous improvement to drive adoption and measurable gains in engagement and team effectiveness.
   
   What to Pay Attention To: The portfolio is broad, spanning external partnerships, inclusion events, Business Resource Group governance, Voice of Employee, high-performing teams, HR capability building, and culture transformation. Clarify how time and decision authority are divided, what resources support employee listening and culture-change work, and whether adoption is measured through changes in leadership and employee behavior rather than event participation.
   
   How to Position Yourself: Lead with a global Voice of Employee or culture-transformation example in which survey evidence changed enterprise priorities or leadership practices. Show how you converted insights into scalable tools and leader actions, balanced global consistency with local relevance, used employee networks to reinforce new norms, and demonstrated measurable improvement in engagement, team effectiveness, or business outcomes. Apply: https://jobs.cargill.com/job-invite/328201/?locale=en_US
   
   
2. AdventHealth Sebring — Manager, Organizational Effectiveness | Location: Lake Placid/Sebring, FL | Work Arrangement: On-site, full time | Salary: $70,224.40–$130,619.09 | Posting Status: Complete and active
   
   Why It Stands Out: The required capabilities extend well beyond learning and development. This role conducts culture and workforce assessments, leads divisional organizational-design engagements, supports restructuring and optimization, manages full-lifecycle transformation, coaches frontline and senior leaders, and measures effects on retention, engagement, and organizational KPIs. It is also expected to create solutions that sustain and extend performance and engagement.
   
   What to Pay Attention To: The posting appears to combine two different jobs: a local learning manager responsible for onboarding, compliance assignments, and leadership programs, and a substantially more senior organizational-design practitioner expected to lead C-suite transformation. Clarify the time allocated to each side, the team supervised, the true divisional scope, and whether the compensation reflects the required transformation expertise.
   
   How to Position Yourself: Use a healthcare or complex-operations example in which culture or workforce evidence led to changes in structure, governance, role clarity, leadership behavior, or team practices. Show how you aligned executives, coached frontline and senior leaders, implemented the intervention through the complete change lifecycle, and measured sustained improvement in engagement, retention, performance, or another organizational KPI. Apply: https://jobs.adventhealth.com/job/23126964/manager-organizational-effectiveness-lake-placid-fl/
   
   
3. Alaska Airlines — Change Management Program Manager | Location: SeaTac, WA | Work Arrangement: Full time; on-site expectations not specified | Salary: $122,800–$184,200 plus annual bonus eligibility | Posting Status: Apply by August 6, 2026 at 7:00 p.m. Pacific
   
   Why It Stands Out: This is unusually mature adoption language for an internal role. The manager will define Alaska’s enterprise change methodology, lead major technology and AI transformations, build champion networks, and use those networks to surface frontline workflow improvements and adoption barriers. Tiered adoption measures then inform reinforcement and hypercare intended to sustain utilization and value.
   
   What to Pay Attention To: This is a sole-subject-matter-expert position with enterprise-wide responsibility but no permanent direct reports. Clarify the available delivery capacity, the director’s decision rights, and whether this manager can alter project plans when frontline evidence reveals a problem. Also confirm that adoption measures capture workflow and behavior change—not merely access, training completion, or AI-tool activity.
   
   How to Position Yourself: Present a technology or AI transformation in which frontline feedback or adoption data changed the implementation plan. Show how you built a champion network, converted local barriers into workflow improvements, equipped leaders and peers to reinforce new behavior, and used tiered measures to trigger targeted support through hypercare and sustained value realization. Apply: https://careers.alaskaair.com/seatac-wa/change-management-program-manager/DBC0D6955C3A4C0E85C2AC6489120A2A/job/
   
   
4. NYU Langone Health — Senior Specialist, Workplace Culture & Inclusion | Location: New York, NY | Work Arrangement: Full time; arrangement not specified | Salary: Not stated | Posting Status: Complete and active
   
   Why It Stands Out: Despite the Senior Specialist title, this role describes an unusually complete culture-change cycle. It uses engagement data, focus groups, dashboards, organizational analysis, and stakeholder feedback to diagnose conditions; designs tailored interventions; coaches leaders using concrete behavioral observations; helps create environments where employees speak up; and partners with leaders to build and sustain culture change.
   
   What to Pay Attention To: Some responsibilities are framed as education and program delivery, and the actual authority may vary by assigned department. Clarify whether the specialist can modify leadership practices, processes, or departmental systems when evidence identifies a problem—and whether success is judged through behavioral and cultural outcomes rather than workshops and completed deliverables.
   
   How to Position Yourself: Use a culture-change example in which employee feedback and organizational diagnosis exposed an early-stage problem. Explain how you translated that evidence into an intervention, coached leaders on observable behavior, strengthened employees’ willingness to speak up, scaled the solution, and used follow-up feedback and KPIs to refine or sustain the change. Apply: https://jobs.silkroad.com/NYULangone/NYULHCareers/Apply/MultiForm/123640
   
   
5. Citi — Director, Organizational Insights Head — Businesses & Employee Listening | Location: Tampa, FL | Work Arrangement: On-site/resident, full time | Salary: $170,000–$300,000 plus potential incentive and retention awards | Posting Status: Application remains accessible, although the anticipated June 4 closing date has passed
   
   Why It Stands Out: This is one of the clearest enterprise employee-listening leadership roles in the batch. It owns engagement surveys, pulses, lifecycle listening, targeted diagnostics, methodological governance, and the insight-to-action frameworks that turn evidence into interventions and measurable outcomes. The role also connects listening with operating models, workforce deployment, transformation, performance, retention, and business growth.
   
   What to Pay Attention To: Implementation appears to depend partly on HR and business leaders. Ask how the central team monitors the quality and adoption of local action plans, responds when leaders fail to act, and determines whether interventions produce sustained changes. Because the published closing date has passed, apply promptly despite the currently accessible application path.
   
   How to Position Yourself: Lead with an enterprise listening example in which survey, lifecycle, sentiment, or organizational-health evidence changed a business or workforce decision. Show how you established governance, translated findings into targeted interventions, equipped leaders to act, monitored outcomes over time, and corrected uneven follow-through across business units. Apply: https://citi.wd5.myworkdayjobs.com/2/job/Tampa-Florida-United-States/Director–Organizational-Insights-Head—Businesses—Employee-Listening_26961029-1/apply
   
   
6. Dow Jones — Senior Manager, Organizational Development | Location: New York, NY | Work Arrangement: Hybrid; three days per week in Midtown Manhattan | Salary: $140,000–$165,000 plus possible bonus and benefits | Posting Status: Complete and active
   
   Why It Stands Out: This position combines advanced transformation consulting with hands-on organizational design, team interventions, culture transformation, strategic workforce planning, and creation of an enterprise Change Management Center of Excellence. It is designed to change structures, capabilities, decision processes, and ways of working—not merely advise or deliver training—and explicitly links diagnostic evidence to action and measurement.
   
   What to Pay Attention To: Formal employee-listening channels are not named. Clarify whether organizational-health assessments incorporate employee and stakeholder feedback or rely primarily on business and workforce data. Also determine how much implementation authority the role retains after design recommendations and how responsibilities are divided among this position, the Director of OD, and the evolving Change Management Center of Excellence.
   
   How to Position Yourself: Use a transformation example in which organizational evidence revealed that structure, operating models, or decision practices were obstructing strategy. Show how you evaluated alternatives, aligned executives and HR partners, implemented new ways of working, managed culture and adoption risks, and measured organizational and business outcomes. Include how you created reusable methods or governance that extended beyond one project. Apply: https://dowjones.wd1.myworkdayjobs.com/en-US/Dow_Jones_Career/job/Senior-Manager–Organizational-Development_Job_Req_54457
   
   
7. Adobe — Talent Development Consultant | Location: San Jose, CA | Work Arrangement: On-site, full time | Salary: $102,400–$206,600 nationally; $142,700–$206,600 in California; annual incentive and possible equity | Posting Status: Complete and active
   
   Why It Stands Out: Adobe explicitly rejects a program-delivery model and frames this position as a program owner, strategic consultant, facilitator, and change catalyst. The consultant owns diagnosis through measurable and lasting behavior change, connects leadership development with real business challenges, and measures behavioral and business impact rather than satisfaction alone.
   
   What to Pay Attention To: The change target is leadership development rather than broader organizational transformation, and the posting does not identify the specific evidence used in diagnosis. Clarify whether the consultant can alter organizational conditions and leadership systems when evidence shows that development experiences alone will not resolve the business problem. Also ask about portfolio size and available delivery support.
   
   How to Position Yourself: Lead with a global leadership initiative in which business and stakeholder evidence changed your diagnosis or solution. Show how you moved beyond a course or event to create application and reinforcement mechanisms, aligned senior stakeholders, measured observable leadership behavior and business outcomes, and iterated when evidence showed the original approach was insufficient. Apply: https://careers.adobe.com/us/en/job/R167269/Talent-Development-Consultant
   
   
8. NYU Langone Health — Senior Organization Effectiveness Specialist | Location: New York, NY | Work Arrangement: On-site, full time | Salary: Not stated | Posting Status: Complete and active
   
   Why It Stands Out: This is a well-integrated organizational-effectiveness role. Needs assessments, assessment instruments, evidence-based research, culture and change interventions, organizational design, leadership coaching, and impact evaluation all sit within the same portfolio. The explicit responsibility to coach leaders in sustaining change is especially strong evidence that the work extends beyond program delivery.
   
   What to Pay Attention To: The specialist title may understate the breadth of the work, but it could also signal limited decision authority within a large health system. Clarify the portfolio model, reporting relationship, typical engagement size, degree of ownership from diagnosis through implementation, and whether the stated measures include behavioral and operational outcomes rather than activity counts.
   
   How to Position Yourself: Present a consulting engagement that began with a needs assessment or diagnostic evidence, led to a targeted team, leadership, culture, or organizational-design intervention, and produced measurable change. Show how you contracted with senior stakeholders, influenced without authority, coached leaders to reinforce new practices, and used qualitative and quantitative evidence to evaluate and refine the solution. Apply: https://jobs.nyulangone.org/job/23656020/senior-organization-effectiveness-specialist-new-york-ny/
   
   
9. Levi Strauss & Co. — Director, Organizational Development | Location: Remote, USA | Work Arrangement: Remote, full time | Salary: $148,600–$245,400 plus applicable incentives and benefits | Posting Status: Expected to be filled by October 27, 2026
   
   Why It Stands Out: This is a builder role with meaningful authority to develop OD and change-management infrastructure while applying it to organizational design, leadership alignment, team effectiveness, restructuring, and large-scale transformation. It connects diagnosis to practical intervention and iterative improvement rather than treating OD as training or facilitation alone.
   
   What to Pay Attention To: The role has no direct reports and reports to the VP of OD, so clarify which enterprise decisions it owns versus recommends. The posting names adoption and continuous improvement but provides fewer specifics about formal adoption measures, longitudinal evaluation, and employee-listening mechanisms.
   
   How to Position Yourself: Position yourself as a senior individual contributor who has built an OD or change capability while delivering visible transformation work. Use an example showing how employee or stakeholder evidence changed an organizational design, governance model, or implementation plan; how you aligned leaders and cross-functional partners; what behaviors or operating practices changed; and how feedback and outcome data led you to refine the intervention. Apply: https://levistraussandco.wd5.myworkdayjobs.com/External/job/Remote—USA/Director–Organizational-Development_R-0154997
   
   
   🟡 Not Yet Ready
   
   
10. Travelers — Senior Director, Strategic Initiatives & Organizational Change Management | Location: Hartford, CT | Work Arrangement: Hybrid | Salary: $126,500–$208,700 plus performance-based cash incentives | Posting Status: Complete and active
    
    Why It Stands Out: This is a high-authority AI transformation role that combines multi-year strategy with enterprise change management. It explicitly owns successful adoption, change-impact assessment, risk mitigation, human-centered AI implementation, leader and employee readiness, and learning experiences addressing both the technical and behavioral dimensions of AI-enabled work.
    
    What to Pay Attention To: The missing element is a defined employee-listening and learning loop. Stakeholder impacts and expectations are assessed, but the posting does not describe surveys, qualitative feedback, adoption monitoring, experimentation, or recalibration based on employee experience. Clarify how Travelers measures actual behavior change and whether this leader can modify technology or rollout plans when adoption evidence identifies friction.
    
    How to Position Yourself: Present an AI or technology transformation in which stakeholder evidence changed priorities, design, or sequencing. Show how you identified behavioral resistance, activated leaders, reinforced new practices, and measured usage, capability, productivity, or business value. Be prepared to explain the feedback mechanisms you would add to the approach described in the posting. Apply: https://travelers.wd5.myworkdayjobs.com/External/job/CT—Hartford/Senior-Director–Strategic-Initiatives—Organizational-Change-Management_R-51599-1/apply
    
    
11. Google DeepMind — People Experience and Delivery Partner | Location: Mountain View, CA | Work Arrangement: Location-based; flexibility not specified | Salary: $188,000–$205,000 plus 15% target bonus | Posting Status: Complete and active
    
    Why It Stands Out: This role explicitly connects employee evidence—including surveys and exit data—to location-specific trends and targeted initiatives. It also coaches leaders, supports reorganizations and performance-management initiatives, addresses systemic wellbeing issues, and drives process improvements at scale within a consequential AI organization.
    
    What to Pay Attention To: Its center of gravity remains HR business partnering, with substantial responsibility for workplace concerns, team conflict, policy exceptions, employment law, and performance management. Organizational changes are delivered in partnership with other People and Culture teams, while ownership of adoption, reinforcement, resistance management, and outcome measurement is not specified.
    
    How to Position Yourself: Present an example in which employee data revealed a systemic issue rather than an isolated employee case. Show how you converted that evidence into a targeted intervention, coached leaders, coordinated partners through implementation, and measured whether team practices, wellbeing, performance, or another organizational outcome improved. Apply: https://www.google.com/about/careers/applications/jobs/results/89550505188958918-people-experience-and-delivery-partner/
    
    
12. Blend360 — Senior Manager, People Enablement | Location: Columbia, MD | Work Arrangement: Remote, full time | Salary: Not stated | Posting Status: Complete and active
    
    Why It Stands Out: This is a genuine build-and-scale role with access to executive leadership and authority over global HR business partnering, performance management, workforce planning, onboarding, talent development, organizational structure, role clarity, culture, and people infrastructure. It offers more enterprise influence than a conventional HRBP or People Operations position.
    
    What to Pay Attention To: The portfolio is exceptionally broad, spanning executive partnership, four major talent-program domains, OD and change work, global HRBP leadership, recruitment, and HR operational foundations. The posting does not define an employee-listening process, adoption measures, or sustained behavior-change responsibility. Clarify whether this role owns change outcomes or provides HR partnership while the OD team owns methodology and adoption.
    
    How to Position Yourself: Show how you built a people-partnership or talent system in a high-growth global company while improving organizational outcomes. Use an example in which employee, workforce, and business evidence led to changes in structure, role clarity, performance practices, or leadership behavior. Explain how you coordinated HRBPs and specialist teams, established ownership and reinforcement, and measured improvements in engagement, capability, productivity, or retention. Apply: https://jobs.smartrecruiters.com/Blend360/744000140940254-senior-manager-people-enablement
    
    
13. Garner Health — People Experience Senior Manager | Location: New York City, NY | Work Arrangement: Hybrid; in office Tuesday through Thursday | Salary: $200,000–$225,000 plus equity and benefits | Posting Status: Complete and active
    
    Why It Stands Out: The position has more structural influence than many employee-experience jobs. It defines hybrid ways of working, designs onboarding and recognition systems, builds social infrastructure, leads two functions, and is expected to connect employee experience directly with business performance. Its access to the Head of People and ownership of budgets and operations create room to influence how work happens.
    
    What to Pay Attention To: A meaningful portion of the portfolio covers facilities and workplace operations, including office management, vendors, budgets, real estate, events, and logistics. Clarify how much time and authority remain for organizational development, whether the role owns employee listening and culture diagnosis, and how success is measured beyond program delivery and office experience.
    
    How to Position Yourself: Demonstrate that you used employee evidence—not preferences or event attendance alone—to redesign onboarding, hybrid practices, recognition, or workplace systems. Show the business problem, the behavior or friction you diagnosed, the cross-functional changes you implemented, and the employee and performance measures that improved. Position facilities experience as a platform for shaping behavior and collaboration rather than merely managing offices. Apply: https://job-boards.greenhouse.io/garnerhealth/jobs/6132099004
    
    
14. Brown University — Director of Strategic Initiatives and Engagement | Location: Providence, RI | Work Arrangement: Hybrid, full time; 37.5 hours per week | Salary: Not stated | Posting Status: Complete and active
    
    Why It Stands Out: The Director is positioned as a central bridge-builder across Brown’s faculty, students, staff, alumni, and administrators, with explicit responsibility for engagement surveys and helping leaders use data for improvement rather than reporting alone. The role also connects workforce priorities with performance and leadership expectations, giving it more organizational reach than a conventional engagement or diversity-program position.
    
    What to Pay Attention To: The portfolio is unusually broad, spanning faculty and staff hiring, engagement surveys, institutional partnerships, learning experiences, workforce priorities, community engagement, and accountability. Clarify the proportion of time devoted to workforce change versus hiring and relationship management, the available resources and decision rights, and whether the Director owns follow-through after survey findings are presented.
    
    How to Position Yourself: Show how you converted survey or stakeholder evidence into an institution-wide initiative rather than merely reporting findings. Emphasize cross-boundary influence and examples in which you embedded workforce priorities into leadership expectations, operating practices, accountability, or learning experiences. Be prepared to explain how you would establish ownership, measures, and follow-through when formal authority is distributed across a university. Apply: https://brown.wd5.myworkdayjobs.com/en-US/staff-careers-brown/job/University-Hall/Director-of-Strategic-Initiatives-and-Engagement_REQ209961
    
    
    ⚠️ Proceed with Caution
    
    
15. Pogo — Engagement Manager (Future Openings) | Location: United States or Canada | Work Arrangement: Remote, full time | Salary: Not stated | Posting Status: Active talent-pipeline posting for future openings
    
    Why It Stands Out: The first Engagement Manager will have meaningful ownership in a young AI research company—designing its client-service model, running consumer-research engagements from strategic question through executive debrief, influencing the product roadmap, and creating scalable playbooks.
    
    What to Pay Attention To: “Engagement” refers to external client relationships, consumer research, customer success, renewals, and account expansion—not employee engagement. The role has no authority over clients’ organizational-change implementation or workplace behavior. It is also a future-openings posting rather than a confirmed immediate vacancy and explicitly signals higher-than-standard working hours.
    
    How to Position Yourself: Pursue this only if a move toward commercial consumer research is intentional. Emphasize study design, executive synthesis, client trust, AI-assisted research, product feedback, and account growth. Do not lead with employee listening or organizational change; show how your research improved client decisions and produced repeatable commercial value. Apply: https://jobs.ashbyhq.com/joinpogo/32edbef2-0b29-4c58-ae51-1ba8262f3eb8