First Moves: 16 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. Alumni Ventures — People Experience Manager | Location: Manchester, NH; work arrangement not stated | Compensation: Base salary, equity, and corporate bonus; salary range not stated | Why It Stands Out: The posting makes the listening-to-action connection unusually explicit: lead surveys, identify what employees need, build programs, take them through launch and adoption, coach managers, and use feedback and participation data to improve the experience continuously. | What to Pay Attention To: The role is exceptionally broad for a four-to-six-year profile, combining employee listening, program design, HR partnership, employee relations, onboarding, offboarding, international coordination, process operations, and HR technology. Clarify whether strategic experience work will remain protected from day-to-day casework and lifecycle administration. | How to Position Yourself: Present an end-to-end example in which employee feedback revealed a need, you designed and launched a practical intervention, managers and employees adopted it, and participation or outcome data led to refinement. Pair that with evidence that you can handle sensitive employee situations and operational details without losing sight of the broader culture and experience objective. Apply: https://job-boards.greenhouse.io/alumniventures/jobs/4364331009
   
   
2. AdventHealth Heart of Florida — Manager, Organizational Effectiveness | Location: Lake Wales/Davenport, FL; onsite, full time, day shift | Salary: $70,224.40–$130,619.09 | Why It Stands Out: The formal requirements go well beyond a conventional learning manager: culture assessment, divisional organizational design, governance and role clarity, reorganizations, full-lifecycle transformation, C-suite alignment, workforce-data analysis, team interventions, leadership assimilation, and measurement of organizational outcomes. | What to Pay Attention To: The posting combines routine learning administration and compliance tracking with requirements for divisional organizational design, major transformation, and C-suite advisory work. The salary range may not align with that breadth. Clarify the actual scope, team size, decision authority, and proportion of time devoted to enterprise change versus program administration. The listing also says Lake Wales while providing a Davenport address. | How to Position Yourself: Use a healthcare or complex-operations example in which culture or workforce evidence led to changes in structure, governance, roles, leadership behavior, or team practices. Show how you aligned executives, coached leaders and frontline employees, carried the intervention through implementation, and measured sustained improvement in engagement, retention, performance, or another organizational KPI. Apply: https://jobs.adventhealth.com/job/23676074/manager-organizational-effectiveness-lake-wales-fl/
   
   
3. Chevron — Advisor, Change for Business Effectiveness | Location: Houston, TX; onsite, full time | Salary: Not stated | Why It Stands Out: Chevron makes feedback operational: the Advisor assesses readiness and adoption, gathers stakeholder input, diagnoses gaps, and then adjusts plans or triggers corrective action. The role stays accountable through adoption, sustainment, KPI attainment, and value realization while coaching leaders to model and reinforce the required behaviors. | What to Pay Attention To: The posting contains no qualifications, compensation, reporting line, requisition number, portfolio details, team information, or explanation of where Business Effectiveness sits organizationally. Clarify employment status, executive sponsorship, decision authority, transformation portfolio, success targets, team and budget, and how value realization is attributed. | How to Position Yourself: Lead with a complex transformation where readiness and stakeholder evidence caused you to change the delivery plan, leaders reinforced new behaviors, implementation health was actively managed, and sustained adoption produced measurable operational or financial value. Demonstrate equal strength in executive advising, cross-functional execution, behavioral reinforcement, and quantitative value realization. Apply: https://www.linkedin.com/jobs/view/4451792184/
   
   
4. CSC — Director, Culture and Employee Experience | Location: Wilmington, DE; hybrid, full time; specific onsite cadence not stated | Salary: Not stated | Why It Stands Out: CSC goes beyond engagement programming by requiring the Director to convert listening into visible action, measurable commitments, named ownership, and sustained executive follow-through. Culture is operationalized through leadership behavior, decision practices, expectations, ways of working, and interconnected talent and reward systems. | What to Pay Attention To: The mandate is broad and highly visible, but the posting does not identify the reporting line, team size, budget, current culture baseline, or decision rights relative to the CEO, Executive Leadership Team, and HR. Clarify whether this is a newly created role, how global consistency and local adaptation are balanced, what measures already exist, and what authority the Director has when leaders fail to follow through. | How to Position Yourself: Lead with an enterprise culture change where colleague evidence revealed a gap between stated values and everyday behavior, executives committed to specific changes, expectations were embedded in leadership and talent systems, and longitudinal measures showed improved alignment, accountability, engagement, or performance. Demonstrate the confidence to coach and challenge senior leaders while translating abstract culture language into observable practice. Apply: https://www.linkedin.com/jobs/view/4449557148/
   
   
5. Vanderbilt University — Engagement Consultant | Location: Nashville, TN; hybrid, full time; onsite cadence not stated | Salary: Not stated | Why It Stands Out: Vanderbilt combines survey results, employee feedback, dashboards, case trends, benchmarks, and business context with authority to advise on restructures, role clarity, manager capability, change adoption, engagement, workforce strategy, and organizational improvement. Manager coaching creates a direct route from diagnosis to changed leadership practice. | What to Pay Attention To: Employee relations is a prominent and explicitly current-experience requirement, including performance and conduct matters, conflict, documentation, policy application, legal compliance, and risk escalation. Clarify the percentage of time spent on cases versus engagement and organizational effectiveness, portfolio size, administrative workload, access to OD and analytics resources, decision authority, and how measurable action plans are followed through. | How to Position Yourself: Lead with a business-unit example where several evidence sources revealed an organizational pattern, you distinguished a systemic issue from an individual employee-relations case, leaders adopted a measurable action plan, managers changed specific practices, and follow-up evidence showed better engagement, performance, consistency, or organizational health. Demonstrate sound ER judgment without allowing compliance work to define your entire professional story. Apply: https://ecsr.fa.us2.oraclecloud.com/hcmUI/CandidateExperience/en/sites/CX_1/job/10008735
   
   
6. Kodeva LLC — AI Tech Change Management & Community Program Lead | Location: Remote, United States; full time | Salary: Not stated | Why It Stands Out: Kodeva combines enterprise change, operating-model transitions, employee listening, technical-community development, and a deliberate social-spread mechanism through AI champions and ambassadors. Pulse surveys, focus groups, sentiment tracking, hackathons, and knowledge-sharing forums give the Lead several ways to learn from the community and adjust how change is activated. | What to Pay Attention To: The portfolio is exceptionally broad, spanning change strategy, reorganizations, operating models, executive communications, brand identity, websites, repositories, events, ambassador networks, and cultural measurement. Clarify which responsibilities are strategic versus production work, available staff and budget, reporting line, decision authority, success measures, and whether Kodeva is hiring for itself or placing the individual with a client. References to Google Cloud, g3doc, and go/ links suggest a highly specific client context that should be confirmed. | How to Position Yourself: Lead with an AI or technology transformation where you created a credible champion network, gathered qualitative and quantitative feedback, discovered adoption barriers, adjusted the intervention, and demonstrated changes in everyday practices or collaboration. Show that you can translate between engineers and executives while distinguishing strategic cultural architecture from communications production and event administration. Apply: https://www.linkedin.com/jobs/view/4454532868/
   
   
7. Donyati — Organizational Change Management Lead–Technology Transformation | Location: Remote, United States; client-site travel and onsite work required as projects demand | Salary: Not stated | Why It Stands Out: Donyati connects impact assessment, stakeholder feedback, recurring readiness diagnosis, leader alignment, enablement, adoption measurement, and adjustment throughout the implementation lifecycle. The role also explicitly addresses behavior and ways of working rather than treating technology deployment as the finish line. | What to Pay Attention To: This is consulting work tied to enterprise technology implementations, so assignments may emphasize conventional deliverables such as communications and training despite the stronger language about adoption and adjustment. Clarify project duration, expected travel, onsite cadence, utilization targets, authority relative to the client program lead, and whether adoption measures extend beyond system usage and readiness. | How to Position Yourself: Describe a technology transformation where stakeholder and readiness evidence exposed an adoption barrier, you changed the intervention rather than simply escalating the risk, leaders reinforced new expectations, and measures showed sustained changes in usage, behavior, process performance, or business outcomes. Pair Oracle or enterprise-platform fluency with evidence that you can adapt established change methods to the client rather than apply them mechanically. Apply: https://www.linkedin.com/jobs/view/4453213001/
   
   
8. Cedars-Sinai Medical Center — Senior Organizational Development Consultant (Change Management) | Location: Remote in AZ, CA, CO, FL, GA, MN, NV, OR, or TX; listed in Los Angeles, CA | Salary: $125,000–$181,000 | Why It Stands Out: Cedars-Sinai gives the consultant continuity from diagnosis and contracting through design, execution, adoption measurement, sustainment, and transition to the business. It combines organizational development with enterprise technology change while explicitly requiring quantitative and qualitative evidence, behavior adoption, leadership alignment, and business-outcome measurement. | What to Pay Attention To: The role sits in the Oracle HCM department and emphasizes HCM/ERP transformation, so clarify whether the initial assignment is primarily an Oracle implementation or a broader OD portfolio. Also clarify the proportion of hands-on communications and training delivery versus enterprise consulting, the number of concurrent engagements, travel or onsite expectations despite the remote designation, and whether five years is truly sufficient for the executive-facing scope. | How to Position Yourself: Lead with a complex enterprise transformation where stakeholder and readiness evidence altered the change strategy, senior leaders aligned around specific actions, employees adopted new behaviors or systems, and follow-up measures demonstrated sustained operational or business results. Make HCM/ERP or Oracle experience prominent, but frame the technology as the context for changing work, decisions, and habits—not as the accomplishment itself. Apply: https://careers.cshs.org/job/-/-/252/99128846224
   
   
9. McDonald’s Corporation — Director, Organizational Design | Location: Chicago, IL; specific workplace model not stated | Salary: $178,121–$222,651 plus bonus, long-term incentives, and benefits | Why It Stands Out: McDonald’s frames organization design as more than moving boxes. The Director diagnoses barriers, aligns leaders on strategic tradeoffs, redesigns operating models, governance, roles, decision rights, interfaces, and ways of working, and coordinates implementation with change, communications, workforce, talent, and rewards partners. | What to Pay Attention To: The initial mandate appears closely tied to Global Finance Transformation even though the role may serve other corporate functions. Clarify portfolio breadth, team size and direct reports, decision authority relative to the Senior Director and Finance leadership, the balance between design and implementation, access to employees below the senior-leader level, and how adoption and effectiveness are measured after structural changes. | How to Position Yourself: Lead with an organization-design engagement where stakeholder and workforce evidence changed the proposed structure or operating model, leaders resolved difficult tradeoffs, new decision rights and ways of working were implemented, and follow-up evidence demonstrated greater clarity, accountability, adoption, or business performance. Show both consulting rigor and a willingness to remain involved through transition. Apply: https://jobs.mcdonalds.com/job/Chicago-Director%2C-Organizational-Design-IL-60607/1419623500/
   
   
10. Invesco — Organizational Effectiveness Partner | Location: Atlanta, GA; at least four full days each week in an Invesco office | Salary: Not stated | Why It Stands Out: Invesco gives the OE Partner end-to-end responsibility for discovery, diagnosis, intervention design, facilitation, coaching, measurement, and follow-up. That continuity makes it possible to learn whether an intervention changed how leaders and teams work rather than ending the engagement with a recommendation or workshop. | What to Pay Attention To: The position sits on a small specialist team and may rely heavily on influence, facilitation, and coaching rather than formal authority. Clarify decision rights, workload and geographic scope, access to employees beyond senior leaders, the mix of team effectiveness versus enterprise transformation work, how sustained behavior change is measured, and whether the role remains engaged long enough for meaningful follow-up. The four-day office requirement is substantial, and the posting is more than 30 days old. | How to Position Yourself: Lead with an OE engagement where observation, assessment, and stakeholder evidence revealed a root cause, you designed and facilitated an intervention with leaders and teams, and follow-up measures showed improved behavior or performance. Demonstrate executive coaching, global consistency without over-standardization, and the ability to translate data into decisions in a matrixed environment. Apply: https://invesco.wd1.myworkdayjobs.com/IVZ/job/Atlanta-Georgia/Organizational-Effectiveness-Partner_R-14515
    
    
11. Eisai — Director, Organization Development & Learning | Location: Nutley, NJ; hybrid with onsite work Tuesday–Thursday | Salary: $196,200–$257,500 plus annual and long-term incentives | Why It Stands Out: Eisai explicitly joins methods that are often separated: interviews, focus groups, surveys, and organizational data; root-cause diagnosis; integrated OD and learning interventions; large-scale change; adoption and behavior change; AI-enabled prototyping; and Kirkpatrick Level 3–4 and business-outcome measurement. | What to Pay Attention To: The portfolio is broad, combining enterprise diagnosis, OD consulting, transformation, program governance, learning design, facilitation, AI enablement, workforce readiness, vendors, and possibly team leadership. Clarify team size and reporting structure, budget, direct decision authority, the balance between OD and learning delivery, current transformation priorities, and how many concurrent enterprise initiatives the Director is expected to lead. | How to Position Yourself: Lead with an enterprise intervention where mixed-method evidence distinguished the real organizational or leadership problem from its symptoms, informed an integrated solution, changed observable behavior, and produced measurable workforce and business outcomes. Show executive consulting, portfolio governance, facilitation, and the ability to use AI practically without allowing technology to substitute for sound behavioral design. Apply: https://careers.eisai.com/us/en/job/EISEISUSR4114EXTERNALENUS/Director-Organization-Development-Learning
    
    
12. MITRE — Organizational Change Management Lead | Location: McLean, VA; hybrid with a minimum of 50% onsite | Salary: $132,000–$198,000; midpoint $165,000 | Why It Stands Out: MITRE combines organizational assessment, stakeholder discovery, senior-leader workshops, change strategy, organizational design, sponsor advising, risk mitigation, and qualitative and quantitative adoption measurement. The role also embeds change work inside systems engineering and digital modernization rather than treating organizational change management as a communications layer. | What to Pay Attention To: The posting alternates between “Senior” and “Lead,” notes possible placement at MTS 4, and describes some responsibilities as supporting workstreams, so actual seniority and decision authority may vary. Clarify the assigned government program, client access, degree of ownership through sustainment, balance between direct delivery and advisory work, travel expectations, and whether metrics influence implementation or primarily document adoption. U.S. citizenship and eligibility for a Top Secret clearance are required. | How to Position Yourself: Lead with a complex transformation where organizational and stakeholder evidence changed the implementation roadmap, senior sponsors acted on identified risks, cross-functional teams helped design the future state, and qualitative and quantitative measures demonstrated adoption. Show comfort working with technical and operational professionals, mentoring other practitioners, and navigating government missions and clearance requirements. Apply: https://careers.mitre.org/us/en/job/MITRUSR117242EXTERNALENUS/Organizational-Change-Management-Lead
    
    
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13. Central Intelligence Agency — Organizational Psychologist | Location: Washington, DC/Washington metropolitan area; in person, relocation required, occasional travel possible | Salary: $179,891–$288,000 | Why It Stands Out: Few organizational-psychology roles offer this combination of advanced behavioral science, operational relevance, workforce research, organizational-climate analysis, program evaluation, AI-enabled analytics, and direct connection to mission effectiveness. | What to Pay Attention To: The role emphasizes research, diagnosis, analytics, and actionable findings but does not explicitly own intervention implementation, behavior adoption, reinforcement, or sustained organizational change. It also requires a research-focused Ph.D., five years of post-ABD relevant experience, U.S. citizenship, a background investigation, relocation, and adaptability to rotating assignments. | How to Position Yourself: Lead with applied research that changed an operational decision, not only methodological sophistication. Show how you translated complex analyses for nontechnical stakeholders, connected climate or workforce evidence to measurable organizational outcomes, and maintained rigor while adapting to sensitive, fast-changing client needs. Apply: https://www.indeed.com/viewjob?jk=11a2399870620ac5
    
    
14. Guidehouse — Organizational Transformation Consultant | Location: San Antonio, TX; onsite at a Guidehouse or client office; up to 10% travel | Salary: Not stated | Why It Stands Out: Guidehouse offers an early-career practitioner unusually broad exposure to organizational assessments, stakeholder interviews, workforce analysis, operating models, organizational design, facilitation, leadership development, transition planning, and implementation in a federal-consulting context. | What to Pay Attention To: The one-to-three-year experience level and repeated support language suggest the consultant may execute assigned analyses and deliverables rather than shape the transformation. Clarify the balance among analysis, presentation production, project administration, facilitation, and implementation; access to employees and leaders; responsibility after recommendations are delivered; travel beyond the stated maximum; and the process for obtaining Public Trust. | How to Position Yourself: Position yourself as an analytically strong developing consultant who can do more than prepare slides. Show how stakeholder interviews and data revealed a meaningful organizational issue, how you translated that evidence into a practical recommendation, and how you supported implementation or facilitation that produced an observable improvement. Demonstrate comfort with clients, ambiguity, structured project work, and federal-service requirements. Apply: https://www.linkedin.com/jobs/view/4454558065/
    
    
15. Stripe — People Solutions Program Manager | Location: Remote, United States; must live at least 35 miles from a Stripe office to qualify as remote | Salary: $146,600–$220,000 plus possible equity, bonus, and benefits | Why It Stands Out: Stripe applies genuine product-management discipline to employee experience: user interviews, mockups, roadmaps, build-versus-buy decisions, testing, launches, adoption KPIs, and ROI. The role can materially improve how employees and managers interact with People systems at global scale. | What to Pay Attention To: The posting requires experience with global-mobility technology, suggesting the initial portfolio may be narrower than the broad employee-experience framing. Clarify the first roadmap, balance between strategy and technical project management, decision authority over engineering resources, whether adoption is measured as system usage or employee-experience improvement, and whether the role remains accountable after launch. | How to Position Yourself: Position yourself as a People-technology product leader who begins with users rather than systems. Show how interviews and workflow evidence changed requirements, how you aligned technical and policy stakeholders, how testing improved the solution, and how adoption and employee-experience outcomes—not merely on-time delivery—demonstrated value. Address global-mobility technology and practical AI or LLM fluency directly. Apply: https://stripe.com/careers/listing/people-solutions-program-manager/7594208