First Moves: 10 August 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. MatterMore — Head of People Science, Workforce Transformation Consulting | Location: New York, NY or San Francisco, CA; work arrangement not stated | Salary: Not stated | Why It Stands Out: MatterMore makes people science the engine of workforce transformation rather than an assessment service. The Head uses active listening and behavioral telemetry, owns change from diagnosis through executed decisions, measures whether it sticks, and feeds learning directly into scalable playbooks and product development. | What to Pay Attention To: This is a founding-team consulting, sales, product, and delivery role—not a conventional Head position with a sizable team. Clarify compensation and equity, travel expectations, revenue targets, implementation resources, and privacy and consent safeguards surrounding passive employee telemetry. | How to Position Yourself: Lead with a Fortune 500 transformation where workforce evidence changed an executive decision and subsequent ways of working. Show how you addressed privacy, translated analysis into action, led adoption, measured workforce and business value, and converted the learning into a repeatable method or product capability. | Apply: https://us.trabajo.org/job-4112-caf4e06ef11487ec0901eef8bafe89f5 | The posting also requests a LinkedIn message to MatterMore’s CEO and an email to careers@mattermore.ai.
   
   
   
2. M&T Bank — Senior Organizational Change Manager | Location: Multiple locations available; hybrid with four onsite days weekly | Salary: $118,200–$197,000 annually | Why It Stands Out: M&T treats change management as part of an integrated operating system rather than a communications workstream. Discovery, customer and employee perspectives, service design, Agile delivery, leader coaching, adoption, reinforcement, outcome measurement, and continuous improvement are designed to work together. | What to Pay Attention To: This appears to be a senior individual-contributor role based on influence rather than formal authority. Clarify the reporting line, decision rights, how research evidence enters each engagement, and whether the multidisciplinary model is mature in practice. The four-day onsite requirement materially limits the flexibility implied by “Hybrid.” | How to Position Yourself: Lead with a transformation where discovery changed the proposed solution—not merely its rollout. Show how you identified root causes and resistance, integrated employee or stakeholder evidence, coached leaders, designed reinforcement, and demonstrated sustained adoption and measurable outcomes. | Apply: https://mtb.wd5.myworkdayjobs.com/MTB/job/Wilmington-DE/Senior-Organizational-Change-Manager_R88502
   
   
   
3. PPG — Global Head of Organizational Effectiveness | Location: Pittsburgh, PA; hybrid with onsite work Monday through Thursday and occasional travel | Salary: Not stated | Why It Stands Out: PPG explicitly expects the Global Head to translate employee listening into action and accountability while delivering measurable changes in behavior across regions, business units, and functions. Few postings connect feedback, culture transformation, organizational systems, executive advising, enterprise adoption, and measurable behavior this clearly. | What to Pay Attention To: The portfolio could become an overloaded collection of enterprise talent programs. Clarify team size, budget, decision rights, the OE function’s maturity, the few behaviors that matter most, and how priorities will be resolved across culture, performance, inclusion, organizational design, skills, careers, EVP, and AI. | How to Position Yourself: Lead with a global transformation where employee evidence identified the behavioral challenge, executives aligned around clear priorities, local leaders adapted implementation, and adoption was tracked across regions. Show how organizational systems, leadership practices, capability building, and reinforcement produced business results. | Apply: https://careers.ppg.com/us/en/job/PIIPIIUSJR267996EXTERNALENUS/Global-Head-of-Organizational-Effectiveness
   
   
   
4. VEIR — People & Culture Manager | Location: Woburn, MA; on-site | Salary: $125,000–$135,000 plus equity and benefits | Why It Stands Out: VEIR describes almost the exact operating logic of Infectious Change: listen carefully, notice patterns, identify opportunities, pilot ideas, establish measures, gather feedback, improve continuously, and build scalable systems. It also recognizes managers as the primary multipliers of culture and performance. | What to Pay Attention To: Employee relations, onboarding, communications, and routine People responsibilities could crowd out the strategic intervention work. Clarify company size, support capacity, the balance between reactive and developmental work, authority to challenge senior leaders, and the outcomes that matter most. | How to Position Yourself: Tell a builder story. Show how feedback revealed a recurring employee or team problem, how managers and employees helped design a low-risk test, what behavioral and business measures you established, what you learned, and how you refined and scaled the solution without adding bureaucracy. | Apply: http://job-boards.greenhouse.io/veir/jobs/5362017008
   
   
   
5. Agilent Technologies — Employee Experience, Listening & Culture Lead | Location: Santa Clara, CA or Wilmington, DE; work arrangement not stated; occasional travel | Salary: $143,760–$269,550 annually plus bonus, stock, and benefits | Applications accepted until at least August 13, 2026 or until the posting closes | Why It Stands Out: Agilent does not treat listening as a survey-and-reporting exercise. The Lead connects Peakon insights with enterprise culture strategy, leader enablement, country-level activation, employee networks, governance, communications, and measurement. | What to Pay Attention To: Messaging, ESG reporting, external recognition, and Employee Network Group administration could dilute the intervention work. Clarify authority to require and monitor leader action, implementation resources, the behaviors culture initiatives should change, and whether measurement extends beyond survey scores and participation. | How to Position Yourself: Lead with a global listening program where employee evidence changed culture or leadership priorities. Show how you converted findings into practical action, equipped enterprise and local leaders, created distributed ownership, adapted implementation across countries, and measured sustained behavioral and business outcomes. | Apply: https://agilent.wd5.myworkdayjobs.com/Agilent_Careers/job/US-CA-Santa-Clara/Employee-Experience–Listening—Culture-Lead_4039257/
   
   
   🟡 Not Yet Ready
   
   
   
6. Vertex Pharmaceuticals — People Advisor, Corporate Functions | Location: Boston, MA; hybrid with up to two remote days weekly | Salary: $112,700–$169,100 plus bonus, equity, and benefits | Why It Stands Out: Vertex expects the Advisor to diagnose organizational-health patterns and guide managers toward practical action. Manager coaching, early intervention, workforce insight, role clarity, operating-model change, and talent-program adoption create meaningful proximity to behavior change. | What to Pay Attention To: Much of the portfolio involves performance concerns, policy interpretation, leave, accommodations, separations, and reductions in force. Clarify how much capacity remains for proactive organizational work, whether diagnostics incorporate employee voice, and how manager behavior and adoption outcomes are monitored afterward. | How to Position Yourself: Present yourself as an organizational advisor rather than an employee-relations generalist. Describe how workforce evidence revealed a manager or team pattern, how you diagnosed the issue, coached specific behavioral changes, coordinated HR partners, and measured improvement. | Apply: https://www.indeed.com/viewjob?jk=cefe618b4f41077c
   
   
   
7. Vertex Pharmaceuticals — People Analytics Senior Manager | Location: Boston, MA; hybrid with up to two remote days weekly | Salary: $145,600–$218,400 plus bonus, equity, and benefits | Why It Stands Out: Vertex expects rigorous experimentation—not just dashboards—including A/B testing of HR programs, triangulation across survey and workforce data, and evidence capable of challenging assumptions. That creates a stronger learning engine than most people-analytics roles. | What to Pay Attention To: Clarify whether the role co-designs and iterates interventions or merely evaluates programs owned by other HR teams. Ask whether success is measured by analytic delivery or actual workforce outcomes. A current direct Vertex careers page could not be confirmed, so verify availability before investing heavily in the application. | How to Position Yourself: Feature an experiment that changed an HR decision. Explain the hypothesis, intervention, comparison method, ethical safeguards, findings, resulting action, and subsequent employee or business outcomes. Position yourself as an intervention partner who uses analytics—not merely a reporting specialist. | Apply: https://www.indeed.com/viewjob?jk=98a793ba34cadbf6
   
   
   
8. HCSC — Organizational Design Consultant | Location: Chicago, IL or Richardson, TX; hybrid with three onsite days weekly | Salary: $84,400–$152,300 annually | Why It Stands Out: HCSC gives the Consultant more than assessment responsibility. The role diagnoses the current state, develops organizational options, facilitates implementation, evaluates outcomes, and helps build the enterprise methodology. | What to Pay Attention To: The Consultant leads moderately complex projects but supports senior resources on the largest initiatives. Clarify whether employees participate in discovery, how options are tested, who owns adoption after structures are approved, and whether feedback can trigger redesign rather than simply document effectiveness. | How to Position Yourself: Use an organizational-design engagement where diagnosis uncovered more than a spans-and-layers problem. Show how you involved employees and leaders, translated strategy into operating-model choices, tested options, clarified decision rights, supported implementation, monitored new ways of working, and adjusted the design using evidence. | Apply: https://careers.hcsc.com/job/-/-/43046/96603215424
   
   
   
9. CVS Health — Executive Director, Colleague Experience Integration | Location: Woonsocket, RI; remote/hybrid | Salary: $131,500–$303,195 plus incentive and equity eligibility | Anticipated closing date: August 28, 2026 | Why It Stands Out: The position has substantial enterprise reach. It leads a team, integrates work across the Colleague Experience COE, converts data and benchmarking into strategic initiatives, and connects colleague experience with organizational effectiveness and business performance. | What to Pay Attention To: The scope is unusually abstract. Clarify which COE functions are being integrated, whether colleague-relations signals include formal employee listening, what changes the team implements, how success is measured, and whether the Executive Director can require action from HR and business leaders. | How to Position Yourself: Present yourself as an enterprise integrator who transformed fragmented HR or employee-experience programs into a coherent operating system. Show how you synthesized evidence, aligned COEs and executives, established governance, implemented interventions, and measured behavioral and business outcomes. | Apply: https://jobs.cvshealth.com/us/en/job/CVSCHLUSR0961098EXTERNALENUS/Executive-Director-Colleague-Experience-Integration
   
   
   
10. National Basketball Association — Talent & Engagement Lead | Location: New York, NY; eligible employees may work remotely one day weekly | Salary: $150,000–$170,000 plus discretionary performance bonus | Why It Stands Out: The NBA combines engagement surveys, 360-degree assessments, peer and upward feedback, performance management, and talent reviews. This creates a potentially powerful evidence base for connecting employee experience with leader coaching and talent decisions. | What to Pay Attention To: Much of the job involves cyclical administration. Clarify whether the Lead can challenge superficial action plans, hold leaders accountable, address systemic barriers, connect engagement findings with organizational design or talent decisions, and track behavioral and business outcomes. | How to Position Yourself: Lead with a survey or multisource-feedback program where you moved beyond technically excellent administration. Show how you identified root causes, challenged weak action plans, connected findings with coaching or talent practices, established accountability, and demonstrated changes in behavior or performance. | Apply: https://careers.nba.com/job/NBANBAUSJR000849EXTERNALENUS/Talent-Engagement-Lead
    
    
    
11. H&R Block — Director, People & Culture Enablement & Execution | Location: Kansas City, MO; work arrangement requires clarification | Salary: Not stated | Why It Stands Out: H&R Block treats P&C enablement as more than project coordination. The Director owns prioritization, sequencing, tradeoffs, resource allocation, cross-functional handoffs, adoption, operating-model changes, metrics, and rapid iteration. | What to Pay Attention To: The role may function primarily as a P&C chief of staff, portfolio-governance, and communications leader. Clarify how much time is devoted to administration versus resolving adoption barriers, whether the Director can alter organizational conditions, and how employees influence solutions. The posting is inconsistent: its header says “Remote: No,” while the description includes “#LI-Remote.” | How to Position Yourself: Present a complex HR transformation where operational data and stakeholder evidence showed that the original plan would not work. Explain how you redesigned governance or workflows, facilitated tradeoffs, aligned COEs and business partners, used metrics to adapt execution, and sustained adoption. | Apply: https://careers-hrblock.icims.com/jobs/46160/director%2c-people-%26-culture-enablement-%26-execution/job
    
    
    
12. Corgan — Senior Manager, Employee Experience and HR Programs | Location: Dallas, TX; on-site Monday through Friday; up to 25% travel | Salary: Not stated | Why It Stands Out: Corgan gives this manager unusually complete ownership rather than limiting the role to program administration. The position can shape the global employee lifecycle, chair the Inclusion & Belonging Council, influence senior leaders, set success measures, and evolve programs using evidence. | What to Pay Attention To: The broad portfolio could become primarily program and event delivery. Clarify available resources, decision authority, what evidence informs program design, which behaviors the culture and recognition programs should change, and how sustained impact is distinguished from participation or satisfaction. | How to Position Yourself: Present an employee-experience initiative where employee feedback changed the program design—not merely its communications. Show how you aligned executives and cross-functional partners, created shared ownership through councils or networks, reinforced specific behaviors, and measured organizational outcomes. Include the requested portfolio of project and program examples. | Apply: https://careers-us-corgan.icims.com/jobs/3926/job
    
    
    
13. Within People — Culture Strategist | Location: Remote partnership serving North American clients; travel required | Compensation: Variable monthly retainer and project bonuses; partners earned approximately $80,000–$120,000 in 2025 based on experience and chosen workload | Why It Stands Out: Within People offers integrated work across culture and business strategy, human-centered design, leadership alignment, coaching, facilitation, and employee-experience processes. Its self-managed partnership gives practitioners a voice in the firm’s goals, methods, product development, and future. | What to Pay Attention To: This is a renewable contractor partnership rather than a conventional salaried role. Clarify utilization expectations, pipeline stability, retainer and bonus terms, travel reimbursement, benefits, tax status, client ownership, and intellectual-property expectations. Also ask how the Within Way turns research into measurable and sustained behavior change. | How to Position Yourself: Show a culture engagement where discovery changed the strategic diagnosis and intervention. Explain how you facilitated alignment, coached leaders through uncertainty, translated insights into organizational changes, generated action, and measured sustained outcomes. Demonstrate independent delivery, client development, and a thoughtful position on AI and human work. | Apply: mailto:emily@withinpeople.com?subject=Culture%20Strategist
    
    
    
14. Ascension — Organizational Design Lead | Location: Remote | Salary: $116,413.44–$162,413.44 annually plus bonus eligibility | Why It Stands Out: Ascension gives the Lead broad ownership over organizational architecture during mergers, acquisitions, divestitures, closures, and internal transfers. The role spans operating models, governance, decision rights, role clarity, capacity, stakeholder facilitation, implementation, risk management, and measurement. | What to Pay Attention To: The position may be heavily oriented toward transaction execution, spans and layers, capacity management, and standardized governance. Clarify whether the Lead can redesign workflows and leadership practices, how affected associates influence the design, who owns change enablement, and whether success includes adoption and team effectiveness. | How to Position Yourself: Lead with an engagement where workforce and operational evidence changed the initial structural request. Show how you challenged assumptions, aligned leaders, clarified governance and decision rights, implemented the design, involved affected employees, and measured whether new roles and ways of working improved experience and performance. | Apply: https://jobs.ascension.org/us/en/job/AHEAHUUS454495EXTERNALENUS/Organizational-Design-Lead
    
    
    
15. argenx — Director, Employee Communications & Engagement – Global Commercialization | Location: Boston, MA; hybrid with two to three onsite days weekly; quarterly domestic or international travel | Salary: $184,000–$253,000 plus short- and long-term incentive eligibility | Why It Stands Out: The role sits close to commercial launches and organizational expansion, with access to senior leaders and a broad cross-functional network. Its mandate to translate strategy, culture, ways of working, and transformation into employee experiences provides more scope than a conventional internal communications position. | What to Pay Attention To: Most listed deliverables still involve communications, storytelling, events, and employee experience. Clarify whether the Director can influence operating practices, leadership expectations, workflows, and other organizational conditions; how employee input enters the strategy; and how adoption and performance impact are measured. | How to Position Yourself: Lead with a launch or growth transformation where employee or stakeholder evidence changed the engagement strategy. Show how you advised senior leaders, aligned functions, moved beyond messaging to alter team or leadership practices, and measured whether employees adopted the intended ways of working. | Apply: https://argenx.wd3.myworkdayjobs.com/External_Careers/job/Boston-MA-USA/Director–Employee-Communications—Engagement—Global-Commercialization_REQ-4370