First Moves: 13 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. BNY — Senior Director, Organizational Effectiveness | Location: New York, NY; work arrangement not stated | Salary: $136,500–$275,000 plus possible annual incentive | Apply by August 14, 2026, at 1:29 p.m. | Why It Stands Out: BNY treats organizational effectiveness as an integrated product and learning system—not merely a survey program. The role connects lifecycle listening, hypotheses, AI-supported analysis, diagnostics, manager enablement, culture pilots, scaling, governance, and workforce outcomes. What to Pay Attention To: Outcomes appear to be achieved primarily through influence, and the posting does not identify the reporting line, team size, budget, or work arrangement. Clarify implementation ownership, business-unit accountability, product-roadmap authority, and the balance between hands-on analytics and enterprise consulting. How to Position Yourself: Feature an example where multiple workforce signals produced a testable diagnosis, you translated the evidence into a leader-facing intervention, piloted it with a defined population, incorporated what you learned, scaled the successful practices, and tracked behavioral and business outcomes. Emphasize product thinking, responsible AI, executive storytelling, and matrixed influence. Apply: https://eofe.fa.us2.oraclecloud.com/hcmUI/CandidateExperience/en/sites/BNY-Careers/job/79828
   
   
2. Rover — Senior Director, HRBPs and Employee Experience | Location: Seattle, WA; Hybrid | Salary: $180,483–$243,652 plus 20% annual bonus and long-term incentives | Why It Stands Out: Rover places nearly every employee-experience delivery channel under this leader: HRBPs, L&D, inclusion, workplace experience, talent management, and enterprise programs. That authority creates a credible pathway for employee feedback and workforce data to produce coordinated organizational changes. What to Pay Attention To: Employee Relations, investigations, employment law, and compliance are substantial responsibilities that could compete with proactive culture and transformation work. The posting also lacks a defined listening architecture, adoption measures, team size, and specific hybrid attendance requirement. How to Position Yourself: Demonstrate that you can manage employee risk without allowing urgent cases to overwhelm strategic work. Feature an example where employee evidence identified an enterprise issue, multiple People functions reinforced new leadership or team practices, and follow-up indicators showed improved employee and business outcomes. Apply: https://jobs.lever.co/rover/ee728133-390f-470d-bad0-a5860091d487
   
   
3. Cielo — Senior Director, Talent Management | Location: United States; Remote, primarily Central or Eastern time zones | Salary: Not stated | Why It Stands Out: Few talent-management roles explicitly combine enterprise survey ownership, sustained action, organizational-health diagnosis, leadership behavior, organizational design, and major-change adoption under one global leader. The role has the team, governance reach, and executive access to convert feedback into systemic action. What to Pay Attention To: The remit spans talent management, employee experience, succession, performance, retention, DEIB, organizational design, change, Employee Relations, compliance, rewards, onboarding, offboarding, and operations. Clarify team capacity, portfolio boundaries, decision rights, transformation priorities, and whether listening-action accountability is centralized or delegated. How to Position Yourself: Present yourself as an enterprise talent and transformation leader rather than a program owner. Show how workforce and listening evidence revealed a systemic issue, you aligned executives and cross-functional partners, changed leadership practices or organizational systems, equipped local partners to execute, and demonstrated sustained improvement. Apply: https://jobs.smartrecruiters.com/Cielo2/744000142224558-senior-director-talent-management-
   
   
4. SCA Health — Director, Culture, Engagement & Inclusion | Location: United States; Remote | Salary: Not stated | Why It Stands Out: This is one of the clearest employee-listening-to-behavior-change roles in the batch. The Director owns annual and pulse surveys plus focus groups, converts findings into enterprise priorities, equips leaders to act, embeds culture and inclusion into talent systems, and is measured on leader adoption and advancement of specific OneTeam behaviors. What to Pay Attention To: The remit combines culture, engagement, inclusion, listening, analytics, executive facilitation, and change across approximately 20,000 teammates. Clarify team size, budget, decision rights, business-unit accountability, access to frontline clinical populations, and travel expectations. How to Position Yourself: Lead with an enterprise listening example where quantitative and qualitative evidence changed priorities, leaders received practical tools and accountability, talent or operating systems reinforced desired behaviors, and follow-up measures demonstrated adoption and organizational impact. Apply: https://www.linkedin.com/jobs/view/4453614673/
   
   
5. Greystar — Director, Enablement & Engagement | Location: Remote, United States except Alaska; occasional travel | Salary: $130,000–$150,000 plus possible quarterly or annual bonus | Anticipated closing date: September 3, 2026 | Why It Stands Out: Greystar combines functions that are often fragmented—executive communication, readiness, learning, frontline enablement, engagement, culture, adoption, measurement, governance, and resource allocation—under one leader accountable for operational and organizational outcomes. What to Pay Attention To: The broad portfolio may create tension between strategic change leadership and high-volume communications production. Clarify team capabilities, personal content-production expectations, executive sponsorship, decision rights, access to frontline employees, listening methods, and how adoption is distinguished from message reach or training completion. How to Position Yourself: Lead with a large operational transformation where frontline feedback and readiness evidence changed the approach, communications and learning reinforced specific behaviors, leaders and local teams owned adoption, and metrics demonstrated improved performance. Apply: https://jobs.greystar.com/job/-/-/35302/98712652128
   
   
6. Boston Scientific — Principal Specialist, Change Enablement | Location: Arden Hills, MN, or Marlborough, MA; Hybrid, at least three office days weekly | Salary: $102,100–$194,000 plus eligible bonus and long-term incentives | Why It Stands Out: The scope is narrow but deep: one leader owns stakeholder diagnosis, executive sponsorship, global facilitation, role-level adoption, a business change network, governance integration, and measurement for a system affecting nonconformance, CAPA, complaints, investigations, regulatory compliance, and patient safety. What to Pay Attention To: The role is tied to one regulated eQMS transformation and may emphasize formal change artifacts, communications, and compliance-driven adoption. Clarify the freedom to alter implementation based on frontline evidence, employee involvement beyond workshops and personas, responsibility through sustainment, behavioral adoption measures, and project duration. How to Position Yourself: Lead with a regulated-system change where readiness evidence changed the rollout, sponsors and local champions created ownership, and site- or role-level metrics demonstrated sustained adoption connected to quality, efficiency, and risk outcomes. Apply: https://bostonscientific.eightfold.ai/careers/job?pid=563602812379444&domain=bostonscientific.com
   
   
7. Boston Scientific — Principal, Human Resources Change Enablement | Location: Arden Hills or Maple Grove, MN, or Marlborough, MA; Hybrid, at least three office days weekly | Salary: $102,100–$194,000 plus eligible bonus and long-term incentives | Why It Stands Out: The posting is exceptionally specific about the human side of AI adoption. It integrates growth mindset and AI curiosity, acknowledges ethical, environmental, behavioral, and emotional resistance, defines leadership behaviors, reaches managers directly, learns from employee feedback, and measures behavioral and business outcomes. What to Pay Attention To: The scope focuses on Global HR and Talent transformation, and the role leads through influence rather than line authority. Clarify program resources, decision rights across Talent, Enterprise AI, Communications, and governance bodies, direct employee discovery, and whether success measures track sustained behavior rather than tool usage alone. How to Position Yourself: Lead with an AI or culture transformation where you diagnosed readiness and resistance, aligned sponsors, equipped managers, changed observable leadership behavior, used employee feedback to revise the approach, and connected sustained adoption to capability, productivity, employee experience, and business results. Apply: https://bostonscientific.eightfold.ai/careers/job/563602812902793?domain=bostonscientific.com
   
   
8. Booz Allen Hamilton — Organizational Transformation Strategist | Location: Washington, DC; work model not explicitly designated and client-facility presence may be required | Salary: $55,200–$126,000 plus benefits | Application end date: November 3, 2026 | Why It Stands Out: The role combines human-capital research with implementation rather than treating workforce analytics as an end product. It offers exposure to strategic talent systems, process improvement, capability design, engagement, learning, and organizational transformation in a consequential Navy environment. What to Pay Attention To: Client scope can vary by contract, and the posting does not clarify whether the Strategist owns adoption through sustainment or hands recommendations to Navy leaders. Clarify the program, team structure, decision authority, client access, implementation role, success measures, onsite expectations, and clearance requirements. How to Position Yourself: Lead with a case where qualitative and quantitative evidence identified a workforce problem, shaped a customized intervention, and led to measurable changes in talent practices or employee behavior. Show how you navigated ambiguous client authority, involved affected stakeholders, supported implementation, and evaluated results. Apply: https://bah.wd1.myworkdayjobs.com/BAH_Jobs/job/Washington-DC/Organizational-Transformation-Strategist_R0245843
   
   
9. Phillips 66 — Senior Advisor, Organizational Effectiveness and Experience | Location: Houston, TX; work arrangement not stated | Salary: $140,400–$171,600 plus annual variable incentive and benefits | Applications close August 26, 2026 | Why It Stands Out: The posting explicitly joins employee listening, root-cause diagnosis, organizational design and change, culture-shaping execution, executive decision support, outcome measurement, and continuous improvement. It clearly expects dashboards and insights to improve decisions and produce action rather than end with reporting. What to Pay Attention To: The role leads through influence, and some transformation responsibilities are described as support rather than ownership. Clarify implementation authority, who owns adoption after diagnosis, the balance between analytics and intervention work, access to employee populations, and how sustained behavior change is measured. How to Position Yourself: Lead with an enterprise example where listening and workforce data exposed a root cause, changed an executive decision, and produced an intervention across culture, leadership, structure, or workforce practices. Show how you moved from dashboard to action and measured organizational and behavioral outcomes—not merely engagement scores. Apply: https://careers.phillips66.com/job/Houston-Senior-Advisor%2C-Organizational-Effectiveness-and-Experience-TX-77042/1417701700/
   
   
10. Wealth Enhancement — Director of Talent Development & Culture | Location: Remote, United States | Salary: $155,000–$175,000 expected starting range; full salary grade $142,600–$213,900 | Why It Stands Out: The role joins the full chain that many organizations separate: organizational-health assessment, engagement listening, intervention design, leader-led adoption, embedded daily practices, impact measurement, and continuous improvement. It also integrates skills-based talent systems and responsible AI adoption with culture and employee experience. What to Pay Attention To: The broad remit may combine strategic organizational effectiveness with substantial administration of ERGs, charitable programs, mentoring, wellness, and other initiatives. Clarify team size, budget, executive sponsorship, action-plan accountability, how strategic priorities are protected from program overload, and which organizational decisions the Director can directly influence. How to Position Yourself: Lead with an enterprise example where listening and organizational evidence revealed a capability or culture problem, shaped an intervention, changed leader or employee behavior, and produced measurable outcomes. Show how you embedded practices into HR systems and daily work while governing a broad portfolio and leading a team. Apply: https://wealthenhancement.wd1.myworkdayjobs.com/en-US/WEG_Careers/job/Remote/Director-of-Talent-Development—Culture–Remote-Work-Option-_R-102661
    
    
11. Distyl AI — Organizational Development & Learning Lead | Location: New York, NY, or San Francisco, CA; Hybrid, at least three office days weekly | Salary: $170,000–$190,000 plus equity and benefits | Why It Stands Out: Distyl does not treat organizational development as advice, training delivery, or survey reporting. The role owns the entire chain from research and diagnosis through intervention, coalition building, adoption measurement, learning, and redesign—with unusually direct language about remaining accountable for the results. What to Pay Attention To: This is a senior individual-contributor, build-from-scratch role in a fast-moving AI company. Clarify workload, operational support, budget, the number of simultaneous initiatives, decision rights relative to the Head of People, and whether pressure to ship leaves sufficient room for rigorous diagnosis and evaluation. How to Position Yourself: Lead with an internal intervention you owned from diagnosis through sustained adoption. Bring evidence about manager or employee behavior, explain how findings changed the design, show adoption and outcome measures, and discuss candidly what failed and how you adapted. Demonstrate rigorous research, pragmatic speed, facilitation skill, and daily AI fluency. Apply: https://jobs.ashbyhq.com/Distyl/91aa2e54-db09-4311-bf8e-1011a46ac47b
    
    
12. Travere Therapeutics — Senior Director, Organizational Effectiveness and Capability | Location: San Diego, CA, or USA-Remote; up to 15% domestic and international travel | Salary: $219,000–$285,000 plus short-term incentive and company stock | Applications accepted until a candidate is selected | Why It Stands Out: Travere connects organizational diagnosis, operating-model and workforce design, leader coaching, enterprise change capability, adoption, and outcome measurement in one senior role. It treats organizational effectiveness as an operating system for growth rather than a collection of separate HR programs. What to Pay Attention To: The remit is exceptionally broad, and some language describes shared rather than exclusive authority. Clarify team resources, reporting line, decision rights, direct delivery versus enabling People Success Partners, employee-input methods, remote-location expectations, and whether the role remains active after more than 30 days. The position summary also uses a different title, Senior Director, Organizational Strategy & Capability. How to Position Yourself: Lead with a transformation where workforce and stakeholder evidence changed an operating model, governance choice, or capability investment. Show how you integrated structure, skills, leadership, culture, and employee experience; equipped HR partners and leaders; monitored adoption and readiness; and demonstrated business impact. Apply: https://travere.wd1.myworkdayjobs.com/en-US/TravereCareers/job/San-Diego/Senior-Director–Organizational-Effectiveness-and-Capability_R-100883
    
    
    🟡 Not Yet Ready
    
    
13. Spring Health — Director, AI Enablement & Advancement | Location: Remote; occasional travel for company and team meetings | Salary: $180,000–$225,000 plus stock options and benefits | Why It Stands Out: The role treats AI enablement as an operating-model and behavior-change challenge rather than a training campaign. It combines role-specific fluency standards, workflow reconstruction, organizational design, continuous coaching, knowledge infrastructure, executive influence, and explicit adoption and efficiency targets. What to Pay Attention To: The posting does not clearly establish how employees participate in workflow discovery, how readiness and workforce anxiety are assessed, whether interventions are tested before enterprise deployment, or how feedback changes the design. Clarify boundaries with technology, security, legal, People Operations, and Employee Experience leadership. How to Position Yourself: Lead with an AI or digital transformation where you observed work directly, involved affected employees in discovery, redesigned workflows, equipped leaders and teams, addressed anxiety and resistance, and measured sustained behavioral and operational outcomes. Show technical fluency without losing the human-change perspective. Apply: https://job-boards.greenhouse.io/springhealth66/jobs/4703284005
    
    
14. Kraft Heinz — Lead, Manager Excellence | Location: Chicago, IL; work arrangement not stated | Salary: $141,500–$176,900 plus performance-based bonus | Why It Stands Out: The role treats manager effectiveness as an enterprise capability and business driver rather than a collection of training courses. It owns the framework, roadmap, People Cycle enablement, new-manager experience, measurement strategy, talent-system integration, and leadership influence. What to Pay Attention To: Clarify whether the role has access to engagement, manager-effectiveness, retention, performance, and qualitative data; whether it can redesign talent systems rather than only produce programs and tools; how adoption is measured beyond participation; and how much authority it has with enterprise leaders. How to Position Yourself: Emphasize an enterprise manager-capability initiative where diagnostic evidence shaped the framework, manager behavior changed in practice, and outcome measures extended beyond attendance or satisfaction. Show how you embedded expectations into talent processes, equipped managers at critical moments, influenced senior leaders, and improved the approach using adoption and performance data. Apply: https://jobs.kraftheinz.com/careers/job/1970324837464697?domain=kraftheinz.com
    
    
    ⚠️ Proceed with Caution
    
    
15. Confidential technology client, posted by Ladders — People Experience Senior Manager | Location: New York, NY; workplace arrangement not stated | Salary: $200,000–$225,000 | Why It Stands Out: The role offers senior ownership of visible employee touchpoints—including onboarding, recognition, hybrid practices, offsites, facilities, and office expansion—and may appeal to workplace-experience leaders who enjoy combining culture programming with operations. What to Pay Attention To: The employer is confidential, preventing candidates from assessing the business context, scale, reporting relationship, leadership sponsorship, or organizational mandate. Clarify onsite expectations, team and budget, why facilities and employee experience are combined, what “organizational gaps” means, which decisions the role owns, and whether Ladders is recruiting or merely reposting the opportunity. How to Position Yourself: Position yourself as a workplace-experience operator who brings stronger evidence and measurement discipline than the posting requires. Show how employee input informed hybrid-work or onboarding design, how programs affected collaboration or retention, and how you managed facilities, vendors, budgets, and expansion. Use screening conversations to determine whether the employer wants a strategic employee-experience leader or primarily a polished workplace-operations executive. Apply: https://www.theladders.com/linkedin/88138288