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Insights on This List of Employee Listening
and Org Change Job Opportunities
This 15-role batch is unusually broad but coherent: it spans organizational design and workforce planning, enterprise change, employee listening and people science, employee experience, and learning enablement. The seven strongest roles do more than gather data or announce change. They connect diagnosis to intervention design, leader or stakeholder action, implementation, adoption measures, and iteration. Haleon and Genesys offer especially explicit behavior-change mandates; MassMutual and SNHU provide substantial organization-design authority; Capital One brings experimentation into employee listening; and the Raytheon and MBTA roles keep feedback close to the employee experience and rollout decisions.
The six middle-tier roles each hold a valuable part of that system but leave an important ownership question unresolved. Some generate insight without clear authority to ensure leaders act; others shape strategy or manage workstreams without demonstrated accountability for sustained behavior change. The two caution roles are credible opportunities in their own lanes, but their descriptions lean toward presentation and coordination work at Chanel and learning-program operations at Millennium. Across the batch, the most useful interview question is therefore not whether the organization values change, listening, or culture, but whether the role remains accountable after the recommendation, dashboard, workshop, or launch.
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Strongest to Weakest Alignment with
Infectious Change Design
🔥 Ready for Infectious Change (Click to see what Infectious Change is)
1. Genesys — Senior Manager, Learning & Enablement | Location: Remote, United States; full time; remote from any U.S. time zone; regular availability between 6:00 and 8:00 a.m. Pacific required for global collaboration | Salary: $133,500–$234,900 plus possible commission or performance-based bonus and benefits | Posting Status: Closes August 24, 2026
Why It Stands Out: Genesys makes behavior change, adoption barriers, performance consulting, stakeholder feedback, and business impact explicit parts of an enterprise learning role. The position leads a global team, shapes enterprise enablement standards, supports major transformations, and has license to use experimentation, AI-enabled tools, and measurement to build sustainable capability at scale.
What to Pay Attention To: The role may still be pulled toward instructional-design operations, team-capacity management, functional onboarding, platforms, vendors, and content delivery. Its transformation work is conducted in partnership with Enterprise Change Management, so ownership boundaries need clarification. Ask who owns diagnosing non-learning barriers, what happens when training is not the right intervention, and whether this team remains accountable for behavior adoption after learning solutions launch.
How to Position Yourself: Position yourself as a performance and change consultant who can lead learning professionals—not simply as an L&D program manager. Use examples where diagnosis revealed that content alone would not solve the problem, you redesigned the broader enablement environment, defined observable behavior changes, and measured adoption and business impact. Demonstrate global team leadership, operating-model design, executive influence, and practical use of AI to improve quality and scale. Apply: https://genesys.wd1.myworkdayjobs.com/Genesys/job/Virtual-Office-North-Carolina/Sr-Manager–Learning—Enablement_JR112031-1
2. Haleon — Change Manager – North America | Location: Warren, NJ; full time; hybrid with three days per week in the Warren office | Salary: $135,712–$186,604 plus an 18% target annual bonus and benefits | Posting Status: Closes September 16, 2026
Why It Stands Out: This is a rare change-management posting that explicitly combines diagnosis, local strategy ownership, targeted intervention design, resistance mitigation, leader accountability, behavioral and culture shifts, readiness, adoption measurement, benefits realization, and capability building. The role also operates across a portfolio rather than supporting a single implementation.
What to Pay Attention To: The role localizes and lands enterprise programs rather than originating the underlying transformations, so strategic freedom may be constrained by global program decisions. The scope may also involve a heavy portfolio, communications, and training-coordination load. Clarify how much authority the Change Manager has to redesign a program when local diagnostics reveal a poor fit, how stakeholder feedback is collected, and whether leaders can genuinely be held accountable when adoption lags.
How to Position Yourself: Use examples where local stakeholder evidence caused you to alter a change approach, not merely tailor communications. Show how you defined the behavior change, equipped and held leaders accountable, used champions or networks to spread adoption, and connected readiness and uptake measures to business outcomes. Demonstrate that you can balance enterprise consistency with the judgment to adapt implementation to local conditions. Apply: https://gsknch.wd3.myworkdayjobs.com/GSKCareers/job/USA—New-Jersey—Warren/Change-Manager—North-America_541598-1
MassMutual — Head of Organizational Design and Workforce Planning | Location: Boston, MA or Springfield, MA; full time; hybrid; specific onsite schedule not stated | Salary: $185,300–$243,100 | Posting Status: Applications accepted until the position is filled
Why It Stands Out: MassMutual is building an enterprise organizational-design and workforce-planning capability rather than filling a single-project consulting role. The position has significant autonomy, two senior experts, direct access to business and HR leaders, and authority to shape structures, decision rights, operating models, workforce choices, governance, and enterprise practices—while measuring organizational health and intervention effectiveness.
What to Pay Attention To: The role’s listening appears to rely primarily on existing engagement and workforce data and consultation with senior stakeholders rather than direct employee discovery. Adoption responsibility is clearest in the preferred qualifications, so implementation could still be handed to HRBPs or change specialists after design decisions. Clarify whether this team stays involved through transition and sustainment, how affected employees participate in design, and whether success measures include actual behavior and ways-of-working changes rather than structural completion alone.
How to Position Yourself: Present yourself as both a capability builder and a hands-on organizational consultant. Use examples where workforce and engagement evidence revealed a root cause, you helped leaders choose among structural and nonstructural interventions, translated the decision into new roles or ways of working, and stayed involved through adoption and measurement. Demonstrate financial fluency and the ability to connect organization design with talent, skills, workforce capacity, and business outcomes. Apply: https://careers.massmutual.com/job/-/-/724/99356795856
4. Capital One — Principal People Scientist, People Strategy & Analytics | Location: McLean, VA or Richmond, VA; full time; work arrangement not stated | Salary: $131,300–$149,800 in McLean; $119,400–$136,200 in Richmond; plus performance-based incentives and benefits | Posting Status: Posted approximately August 17, 2026; applications expected for at least five business days
Why It Stands Out: Capital One combines enterprise listening with behavioral science, experimental design, program development, validation, and impact analysis in one role. Rather than stopping at surveys or dashboards, the position is expected to test hypotheses about associate behavior and help translate findings into practical talent and employee-experience solutions.
What to Pay Attention To: The role may still function primarily as a scientific consultant to program owners, since the posting says it supports implementation rather than owning enterprise rollout and sustained adoption. Clarify whether the People Scientist remains accountable after recommendations are delivered, who controls changes to talent programs and leader practices, and whether experiments routinely progress into scaled interventions. The title and pay level are senior, while the minimum experience requirements are comparatively modest.
How to Position Yourself: Show complete examples that begin with an ambiguous organizational question, use listening or behavioral data to identify a mechanism, test an intervention, and end with a decision or measurable program change. Emphasize consulting credibility with senior partners alongside rigorous survey design, experimentation, and statistical analysis. Be ready to explain how you kept ownership and influence through implementation rather than merely delivering findings. Apply: https://capitalone.wd12.myworkdayjobs.com/Capital_One/job/McLean-VA/Principal-People-Scientist–People-Strategy—Analytics_R249337-1
5. RTX Raytheon — Senior Manager, Employee Experience | Location: Remote, United States; full time; remote from any of the 50 states; up to 25% travel | Salary: $132,400–$251,600 plus potential incentives and benefits | Posting Status: Posted August 17, 2026; anticipated application window approximately 40 days
Why It Stands Out: Raytheon explicitly connects site visits and employee focus groups to solution design, then gives the role end-to-end ownership for deployment, KPI measurement, and continuous improvement. The role also offers senior visibility and access to organizational effectiveness, leadership development, talent management, and workforce strategy across a very large enterprise.
What to Pay Attention To: The portfolio may be more programmatic and operational than the title implies, with substantial emphasis on onboarding, documentation, standardization, site activities, and deployment coordination. Ask how much authority the role has to change underlying leader practices, policies, systems, and workplace conditions when employee feedback exposes root causes. Travel may reach 25%, and immigration sponsorship is unavailable.
How to Position Yourself: Emphasize examples in which employee feedback changed the design of an experience or program, you coordinated a multi-site rollout, and adoption or experience measures improved after iteration. Demonstrate that you can turn qualitative themes and KPIs into practical process changes while aligning senior leaders and multiple COEs. Ask how the team responds when listening identifies problems outside the onboarding program’s direct control. Apply: https://careers.rtx.com/global/en/job/RAYTGLOBAL01865591EXTERNALENGLOBAL/Senior-Manager-Employee-Experience
6. Massachusetts Bay Transportation Authority — OCM Specialist (Contractor Position) | Location: Boston, MA; contract; hybrid with at least two office days per week; term-limited and project-specific | Salary: Not stated | Posting Status: Reposted August 15, 2026
Why It Stands Out: The MBTA role places change work close to the people expected to use the technology. Frontline interviews, continuous dialogue, targeted resistance interventions, ambassador networks, adoption dashboards, and rollout refinement create a credible path from field feedback to changed behavior in a safety-critical environment.
What to Pay Attention To: This is a term-limited, project-specific contractor role, and the individual will not be employed directly by the MBTA. The posting does not disclose compensation, contract duration, contracting employer, benefits, extension potential, or authority relative to MBTA project leadership. Clarify whether adoption metrics can change product and process decisions or mainly document implementation, and how much field travel or nonstandard scheduling the role requires.
How to Position Yourself: Lead with a technology change affecting frontline or field employees where listening exposed practical or cultural resistance, you redesigned the rollout or intervention, trusted local champions reinforced new practices, and adoption measures showed sustained use or safer, more effective work. Experience in unionized, public-sector, transportation, or safety-critical settings should be prominent. Apply: https://www.governmentjobs.com/careers/mbtama/jobs/5444205/ocm-specialist-contractor-position
7. Southern New Hampshire University — Senior Manager, Organizational Design and HR Business Partner | Location: Remote in 37 approved U.S. states; full time; remote only from an approved state | Salary: $94,130–$150,634; expected hiring range $104,012–$140,723 | Posting Status: Posted approximately August 13, 2026
Why It Stands Out: SNHU gives the Senior Manager an unusually coherent portfolio across organizational diagnostics, workforce modeling, skills and scenario analysis, structural design, stakeholder discovery, implementation, pilots, adoption, and impact measurement. The explicit pilot-and-refine mechanism creates a credible feedback loop between local execution and enterprise practice.
What to Pay Attention To: This is a strategic-execution role rather than the owner of enterprise organizational-design strategy: the CPO and AVPs set priorities, methodologies, and decision direction, while complex decisions are escalated. Clarify how much discretion exists to challenge the prescribed framework, how long the role remains involved after implementation, and whether adoption measurement extends beyond communications, training, and structural completion. The 30% HRBP component includes employee relations and may expand depending on client needs.
How to Position Yourself: Lead with an organizational-design engagement where workforce and stakeholder evidence revealed a root cause, you evaluated structural alternatives, leaders aligned on a future state, and you stayed through implementation and adoption. Show how pilot feedback changed the design or rollout and how measures demonstrated better role clarity, decision-making, capacity, or organizational performance. Apply: https://www.higheredjobs.com/clickthru/redirect.cfm?JobCode=179526947
🟡 NOT YET READY
8. Ownership Works — Manager, Culture and Business Transformation | Location: New York, NY; full time; hybrid with two days per week in Midtown Manhattan | Salary: $140,000–$160,000 plus an annual discretionary performance-based bonus subject to board approval
Why It Stands Out: Ownership Works offers a distinctive chance to connect culture transformation with a concrete structural intervention: broad-based employee ownership. The role works with private-equity firms and company executives while remaining close to frontline realities, and it helps build a fast-growing advisory practice whose mission links workplace culture, employee wealth, engagement, and business performance.
What to Pay Attention To: The role may function primarily as a consulting workstream and project-delivery manager under CAS Principals, with considerable responsibility for proposals, workplans, materials, and outputs. Clarify how much direct discovery occurs with employees, whether managers and frontline workers co-design ownership practices, what behaviors define an ownership culture, and how engagement, adoption, financial wellbeing, and business impact are measured after implementation.
How to Position Yourself: Show that you can lead consulting workstreams while still grounding recommendations in employees’ lived experience. Use examples where you translated an abstract culture ambition into observable leader and employee practices, adjusted the approach using frontline feedback, and demonstrated adoption or business impact. Connect your project-management discipline with credible executive facilitation, stakeholder influence, and a genuine interest in employee ownership. Apply: https://ownershipworks.pinpointhq.com/postings/80d0713c-c8f7-4897-8cdd-cc315019a845
9. Akraya (client undisclosed) — Employee Listening Design & Delivery Lead | Location: Mountain View, CA; 12-month W-2 contract; posting includes a remote tag but does not clearly state remote eligibility or onsite expectations | Salary: $85–$90 per hour
Why It Stands Out: The assignment goes beyond survey administration by combining listening design, people analytics, organizational-development programs, global delivery, AI-enabled improvement, and executive-facing insight translation. It offers ownership of the listening capability from strategy through scaled execution.
What to Pay Attention To: This is a 12-month W-2 staffing contract for an undisclosed client, which limits visibility into reporting relationships, organizational context, renewal prospects, and actual decision authority. The Mountain View location and remote tag are not reconciled. Clarify whether the assignment owns action planning and intervention design after survey results, whether it has authority to hold leaders accountable for action, and whether remote work is available from outside California.
How to Position Yourself: Emphasize cases where you designed an enterprise listening system, translated evidence into a specific organizational recommendation, aligned HR and business leaders, and remained involved until action occurred. Demonstrate mastery of a major listening platform, strong executive storytelling, responsible AI use, and program delivery at global scale. Ask directly whether success is defined by survey delivery and dashboard adoption or by measurable organizational changes resulting from the insights. Apply: https://jobs.akraya.com/jb/Employee-Listening-Design-Delivery-Lead-26-02387-Jobs-in-Mountain-View-California/14216555
10. Sony Pictures Entertainment — Executive Director, People Experience (PX) Analytics | Location: Culver City, CA; full time; hybrid; specific onsite schedule not stated | Salary: $205,000–$250,000 plus possible annual incentive and benefits
Why It Stands Out: Sony is attempting to integrate employee listening with workplace, facilities, real-estate, safety, sustainability, and operational data rather than treating engagement as a standalone survey. The role has senior visibility, a team-leadership mandate, responsibility for the analytics roadmap, and the opportunity to modernize workforce decision-making with AI and automation.
What to Pay Attention To: The Executive Director title and broad subject matter could imply greater organizational-change authority than the responsibilities actually provide. Much of the work centers on dashboards, reporting, data architecture, governance, AI automation, and executive recommendations. Clarify whether the role co-designs and evaluates interventions after findings are presented, whether it owns engagement action strategy, and what authority it has when leaders do not act on the evidence.
How to Position Yourself: Show how your analytics work changed a consequential talent, culture, workplace, or operating decision—not simply how you built dashboards. Use examples where you linked multiple data sources, translated complexity for executives, prompted a specific intervention, and later measured its impact. Position yourself as an organizational strategist who uses analytics, while probing how far this role follows insights into implementation. Apply: https://www.sonypicturesjobs.com/job/-/-/22978/96362094240
11. Affirm — Chief of Staff Director, People | Location: Remote, United States; full time; remote-first, with occasional office attendance possible for proximal roles; no visa sponsorship | Salary: $255,000–$335,000 in CA, WA, NY, NJ, and CT; $226,000–$306,000 in other states; plus equity, stipends, and benefits
Why It Stands Out: The role sits directly beside Affirm’s Chief People Officer, with access to enterprise People strategy, executive decisions, annual planning, business reviews, and high-priority confidential initiatives. It offers broad visibility across the People organization and genuine influence over priorities, tradeoffs, information flow, and execution in a remote-first technology company.
What to Pay Attention To: The scope ranges from highly strategic to highly operational, so the actual work could skew toward meeting cadence, presentation production, executive communications, and follow-up. Formal implementation authority may sit with People leadership team members and initiative owners. Clarify which special projects the Chief of Staff owns end to end, whether the role engages employees or managers directly, and how much accountability it carries for adoption and organizational outcomes rather than executive alignment alone.
How to Position Yourself: Demonstrate that you have converted ambiguous executive priorities into decisions, aligned cross-functional owners, removed bottlenecks, and delivered measurable organizational outcomes. Go beyond examples of preparing executive materials: show where your synthesis changed a decision and where your operating mechanisms improved execution. Highlight disciplined and responsible use of AI for synthesis and analysis, as the posting makes that capability explicit. Apply: https://job-boards.greenhouse.io/affirm/jobs/7819181003
12. AstraZeneca — Director, Employee Experience and Talent Strategy | Location: Wilmington, DE; full time; hybrid with an average minimum of three office days per week; relocation expected for applicants from other AstraZeneca sites | Salary: Not stated | Posting Status: Closes August 27, 2026
Why It Stands Out: AstraZeneca brings employee feedback, pulse data, retention evidence, talent planning, succession, leadership development, organizational capability, and culture into one U.S. commercial role. The direct reporting relationship to the Vice President of HR creates access to senior decisions and a strong platform for connecting workforce insight to business priorities.
What to Pay Attention To: The Director title may imply more strategic ownership than the verbs in the posting: implement, support, translate, and pull through. Clarify which strategies this role can originate, what decision rights it holds relative to the Vice President, HRBPs, and Centers of Excellence, whether it owns follow-through after action plans are created, and how success is measured. Compensation is not disclosed, and applicants from other AstraZeneca sites are expected to relocate to Wilmington for the three-day office model.
How to Position Yourself: Lead with an example where employee or workforce data exposed a talent, leadership, or culture risk, you converted the evidence into a practical action plan, influenced commercial leaders, and followed the work through implementation. To overcome the posting’s ambiguity, emphasize any experience measuring adoption, changes in leader behavior, retention, capability, or business performance after the intervention. Apply: https://careers.astrazeneca.com/job/-/-/7684/99229656176
13. Northrop Grumman — Organizational Development Representative (Level 3 or 4) | Location: Remote, continental United States; full time; telework may change with business needs; up to 25% travel | Salary: Level 3: $85,600–$128,400; Level 4: $106,800–$160,200; possible bonus and benefits
Why It Stands Out: Northrop Grumman is building a skills-based career framework that connects career navigation, development planning, skill assessment, internal mobility, talent systems, and emerging HR technology. That gives the role exposure to an enterprise workforce transformation rather than a single learning program.
What to Pay Attention To: Level 3 and Level 4 share the same responsibilities but differ substantially in experience requirements and salary, so clarify how level placement changes scope, independence, and decision authority. Ask whether the position owns a workstream or primarily supports the Senior Manager, how adoption of career tools will be measured, and whether the individual remains accountable after launch. The role is remote but requires up to 25% travel, and telework arrangements may change.
How to Position Yourself: Emphasize a career, skills, succession, or talent-system initiative where you translated research and stakeholder needs into practical employee and manager tools and influenced adoption across a complex organization. Strengthen your case by showing that you measured usage or workforce outcomes and adjusted the solution after launch, even though the posting does not explicitly require that full loop. Apply: https://jobs.northropgrumman.com/careers/job/1340073553751
⚠️ PROCEED WITH CAUTION
14. Chanel — Senior Manager, Transformation Office | Location: New York, NY; full time; partially remote with at least three office days per week; minimal U.S. travel | Salary: $87,500–$135,000 plus possible variable pay, bonus, benefits, and perks | Posting Status: Posted more than 30 days ago
Why It Stands Out: Chanel provides a bird’s-eye view of company strategy, direct exposure to senior leadership, cross-divisional collaboration, foresight work, and the opportunity to turn complex research and analysis into influential executive narratives.
What to Pay Attention To: The Senior Manager and Transformation Office labels may overstate the authority described in the posting. Phrases such as support, contribute, produce presentations, and serve as a flexible team resource suggest an internal strategy and communications support position. Clarify who owns transformation decisions, whether this role leads any initiative end to end, how success is measured, and how much time is spent creating decks and white papers versus shaping and implementing change. The posting is more than 30 days old.
How to Position Yourself: Position yourself as a strategist who does more than make polished presentations. Use examples where your synthesis changed a decision, clarified a transformation roadmap, aligned competing stakeholders, and led to observable execution. Ask for concrete examples of initiatives this role owns and whether it remains accountable after recommendations reach senior leadership. Apply: https://cc.wd3.myworkdayjobs.com/en-US/ChanelCareers/job/New-York/Senior-Manager–Transformation-Office_JOBREQ00112342
15. Millennium — People Development and Engagement (Learning & Development) Manager | Location: New York, NY; full time; workplace arrangement not stated | Salary: $145,000–$200,000 plus discretionary performance bonus and benefits
Why It Stands Out: Millennium offers a well-compensated opportunity to manage visible learning programs, facilitate regional workshops, work with global stakeholders, and use learning-system data in a sophisticated alternative-investment environment.
What to Pay Attention To: The job may provide polished exposure to a global financial firm, but most duties center on scheduling, logistics, vendor coordination, facilitation, registrations, attendance, budgets, and regional content adaptation. Clarify whether the Manager conducts genuine performance or organizational diagnosis, designs new enterprise solutions, coaches leaders, measures transfer to the job, or influences talent and culture decisions. The workplace arrangement is not stated.
How to Position Yourself: Position yourself as an exceptional learning-program operator who can improve more than participant experience. Show examples where business needs shaped workshop design, post-program evidence demonstrated changed workplace behavior or performance, and stakeholder feedback led to meaningful program revision. Ask directly whether the role can expand from delivery into diagnosis and capability strategy. Apply: https://career.mlp.com/careers/job/755955075216
More on the Rating Logic
🔥 Ready for Infectious Change
A role must clearly combine:
1. Employee Listening
- Owns or shapes how feedback is gathered (surveys, pulse, lifecycle, qualitative)
- Interprets data into insight (not just reporting)
2. Organizational Change
- Owns or drives execution of change
- Influences how leaders and teams actually operate differently
3. Signals of Real Behavior Change Design
(doesn’t need all, but should show several)
- Cross-functional influence without authority
- Focus on adoption, not just communication
- Iteration, measurement, and adjustment over time
- Leader behavior, team norms, or system changes
- Evidence of how change spreads, not just how it’s announced
👉 If all three are present → Ready
🟡 Not Yet Ready for Infectious Change
These roles have part of the equation, but not the full system:
- Strong listening but weak on execution
- Strong change management but disconnected from feedback
- Heavy on programs (L&D, engagement, HRBP) without ownership of behavior change
- Influence is indirect or optional, not required
👉 These are often good roles—but incomplete systems
⚠️ Proceed with Caution
Risk of being a cog, not a driver
Vague scope or staffing-driven roles
Transactional work (assessments, reporting, admin)
Little visibility into real influence or outcomes
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