First Moves: 24 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)

No. 1 — American Airlines — Sr Manager, Change Management | Location: Fort Worth, TX; work arrangement not specified | Salary: Not stated | Posting Date: August 21, 2026 |

Why It Stands Out: The posting defines success through adoption, usage, proficiency, behavioral outcomes, sustainment, benefit realization, value creation, and ROI. It combines team leadership with enterprise change-portfolio ownership, senior sponsorship, targeted diagnosis, Change Champions, organizational design, and cross-functional implementation.

What to Pay Attention To: The role sits within Customer Experience Innovation and Delivery rather than HR, which could initially concentrate its portfolio on customer-experience initiatives. Clarify the team’s size, the role’s portfolio decision rights, and whether employee evidence can change the design of a proposed solution.

How to Position Yourself: Present yourself as an enterprise change leader who can manage a team and portfolio without losing sight of employee behavior. Show how readiness evidence changed your intervention, leaders and champions reinforced new practices, and adoption, proficiency, or business benefits were measured through sustainment. Apply: https://jobs.aa.com/job/Fort-Worth-Sr-Manager,-Change-Management-TX-76101/87618-en_US/

No. 2 — Bristol Myers Squibb — Associate Director, Organizational Effectiveness and Development | Location: Princeton, NJ; occupancy classification not specified | Salary: $166,010–$201,159 plus potential incentive cash and stock |

Why It Stands Out: This role identifies positive behavior change as the intended result of organizational design, development, and performance-improvement strategies. It combines diagnostics, executive consultation, change leadership, engagement, measurement, AI-enhanced tools, and scalable capability building within a global enterprise.

What to Pay Attention To: The Associate Director must balance enterprise consulting with the development of scalable, self-service tools for HR Business Partners. The role may guide others’ execution rather than own every implementation. Clarify the applicable occupancy category and whether the role remains accountable after an intervention is deployed.

How to Position Yourself: Position yourself as an organizational diagnostician and implementation partner—not simply a designer of frameworks. Show how assessment evidence revealed a root cause, how you translated it into leader and employee behavior changes, and how you measured organizational or business impact. Apply: https://bristolmyerssquibb.wd5.myworkdayjobs.com/BMS/job/Princeton—NJ—US/Associate-Director–Organizational-Effectiveness-and-Development_R1605555-3

No. 3 — BAE Systems — Senior Change Management Lead | Location: Multiple locations available; remote work considered; 10% travel | Salary: $118,747–$201,870 plus possible incentives |

Why It Stands Out: Few change postings state so plainly that the role will help reward new behaviors and discourage old ones. Combined with readiness, impact, risk, sponsor-alignment, and stakeholder assessments, the position treats change as a behavioral implementation challenge rather than a communications exercise.

What to Pay Attention To: The initial assignment focuses on a Supply Chain transformation and may include considerable production of conventional change, communication, and training deliverables. Clarify the available locations, remote eligibility, authority to modify the transformation when assessments reveal problems, and how behavior change will be measured after implementation.

How to Position Yourself: Lead with examples in which diagnostic evidence caused you to alter a change plan. Show how you translated desired outcomes into observable behaviors, sponsor actions, reinforcement, and consequences while achieving measurable adoption within a complex enterprise transformation. Apply: https://jobs.baesystems.com/global/en/job/BAE1US128576BREXTERNAL/Senior-Change-Management-Lead

No. 4 — Thrivent — Director, Organizational Effectiveness and Workforce Strategy | Location: Minneapolis, MN and United States; LinkedIn identifies the role as remote | Salary: $161,436–$218,415 plus possible annual or long-term incentives |

Why It Stands Out: This is an enterprise capability-leadership role rather than a single-program change position. It connects strategy with structures, operating models, decision rights, workforce scenarios, technology implications, leadership practices, adoption, reinforcement, organizational health, and business performance.

What to Pay Attention To: The remit is exceptionally broad and may require substantial attention to intake, portfolio prioritization, resource deployment, governance, and standards. Clarify the team, reporting line, portfolio volume, travel expectations, and the Director’s authority when senior stakeholders resist evidence-based recommendations.

How to Position Yourself: Position yourself as an enterprise systems thinker who can build an OE function while personally advising senior leaders. Demonstrate how workforce and stakeholder evidence reshaped an operating model or transformation and how feedback and adoption measures drove course correction. Apply: https://thrivent.wd5.myworkdayjobs.com/External/job/MN—Minneapolis/Director–Organizational-Effectiveness-and-Workforce-Strategy_REQ-48058

No. 5 — The Farmer’s Dog — Culture and Capabilities Manager | Location: New York, NY; in office four to five days per week | Salary: $95,000–$115,000 plus equity |

Why It Stands Out: This role treats learning and culture as an operating system rather than a collection of events. It connects employee listening, hypothesis testing, company-wide culture programming, leadership development, practice and follow-up, onboarding, performance enablement, and data-informed iteration.

What to Pay Attention To: The position also contains substantial production and operational work, including scheduling, logistics, communications, LMS administration, enrollment, content management, and reporting. Clarify the Manager’s authority to shape strategy and how business impact is distinguished from participation or favorable feedback.

How to Position Yourself: Present yourself as both a behavior-change designer and a disciplined producer. Show how employee evidence identified a capability or culture need, how you built practice and reinforcement into the response, and what participants subsequently did differently. Apply: https://www.indeed.com/viewjob?jk=7296fcf1cfe959a4

No. 6 — Jarrard Inc. / Chartis — Associate Vice President, Change Management | Location: Remote, United States; office options in Chicago and Nashville | Salary: $125,000–$145,000 plus possible annual discretionary bonus |

Why It Stands Out: The role explicitly connects enterprise technology strategy with frontline adoption across clinical, operational, and administrative environments. It uses change networks, stakeholder segmentation, executive activation, organizational design, readiness data, adoption measures, and engagement analytics to embed change within complex healthcare systems.

What to Pay Attention To: This consulting role includes billable goals, business development, client expansion, staffing, utilization, budgets, and substantial strategic-communications work. Clarify sales expectations, travel, the proportion of communications work, and whether the AVP remains accountable for adoption after implementation.

How to Position Yourself: Position yourself as a healthcare transformation advisor who can bridge C-suite strategy and frontline clinical behavior. Show how stakeholder and readiness evidence changed your approach, local networks spread adoption, leaders reinforced new workflows, and measures demonstrated sustained use and business or care-delivery outcomes. Apply: https://www.chartis.com/jobs-chartis?ashby_jid=b09e3f84-e5ba-4e27-8390-949c433d9e5c

No. 7 — WTW — Senior Director, Employee Experience – Communication & Engagement Solutions | Location: Arlington, VA; hybrid arrangements vary by team, role, and client needs | Salary: $125,000–$185,000 plus annual short-term incentive bonus |

Why It Stands Out: The posting names the full chain from employee listening and assessment through strategy, change management, behavior change, communications, digital solutions, and business outcomes. It offers executive influence and the opportunity to architect integrated solutions across WTW’s employee-experience portfolio.

What to Pay Attention To: This is also a producer and business-builder role requiring revenue generation, large-sale conversion, contract and budget management, and expansion of WTW’s offerings. Clarify sales targets, the allocation between selling and delivery, ownership after launch, and how behavior change and adoption are measured.

How to Position Yourself: Demonstrate how you converted employee evidence into integrated strategies that changed behavior and produced measurable business outcomes. Pair executive influence and creative communications with quantified consulting growth, client expansion, financial management, and multidisciplinary team leadership. Apply: https://careers.wtwco.com/jobs/senior-director-employee-experience-communication-engagement-solutions-arlington-virginia-united-states

🟡 NOT YET READY

No. 8 — TikTok USDS Joint Venture — Organizational Effectiveness & Organizational Culture Partner | Location: New York, NY; on-site up to five days per week | Salary: $124,800–$228,000 plus possible incentives and restricted stock units |

Why It Stands Out: The role explicitly joins engagement-survey evidence and stakeholder feedback with OE interventions, manager enablement, adoption tracking, and reinforcement—an unusually complete collection of capabilities for a program-management position.

What to Pay Attention To: Repeated “support” and “coordination” language suggests limited authority over change strategy and organizational decisions. The public title also differs from the internal title, Organizational Effectiveness & HR Program Manager, leaving the actual seniority and decision authority unclear.

How to Position Yourself: Show how you translated survey findings, workforce data, and stakeholder feedback into team interventions or process changes. Emphasize your ability to influence leaders, monitor adoption, and adjust reinforcement—not simply administer programs and maintain dashboards. Apply: https://www.linkedin.com/jobs/view/4457898822/

No. 9 — Smartly — Senior Director, Organizational Transformation & Workforce Design | Location: New York, NY; hybrid | Salary: $198,000–$250,000 plus annual performance bonus and equity |

Why It Stands Out: The role places AI-enabled work design inside the CHRO Office and treats AI as an organizational-design and workforce challenge. It owns operating models, role and workflow redesign, workforce frameworks, leadership capability, implementation, governance, and sustainable adoption.

What to Pay Attention To: Despite its considerable authority, the posting does not explicitly include employee listening, workforce diagnostics based on employee evidence, feedback loops, or adoption analytics. The breadth also warrants questions about team resources, infrastructure maturity, and decision rights.

How to Position Yourself: Show how you translated strategy into new structures, workflows, governance, workforce models, and leadership practices—and then carried those designs through implementation. Add examples of employee discovery, testing, feedback-driven adjustment, and measurable adoption. Apply: https://job-boards.greenhouse.io/smartlyio/jobs/6126669004

No. 10 — Suffolk Construction — Senior Manager, Employee Experience & Culture | Location: Boston, MA; on-site four days per week when not traveling; 10–20% travel | Salary: $115,000–$162,000 |

Why It Stands Out: The role executes a national, multi-location employee-experience strategy and uses feedback plus engagement, service-quality, and efficiency measures to improve delivery. It owns scalable standards, regional alignment, partnerships, budgets, and cross-functional coordination.

What to Pay Attention To: Its center of gravity is hospitality, events, amenities, relocation and lifestyle support, perks, and service delivery. The posting provides little evidence of authority to change work systems, leader practices, or employee behavior. The role may also rotate to another site every two to three years.

How to Position Yourself: Emphasize scalable, multi-site experience design and measurable improvements. Show how employee evidence led you to change workplace practices or leadership behavior—not simply introduce events, services, or perks. Apply: https://www.linkedin.com/jobs/view/4433118473/

No. 11 — McDonald’s Corporation — Sr Director, Organizational Effectiveness & Activation | Location: Chicago, IL; work arrangement not specified | Salary: $208,215–$260,268; bonus and long-term incentive eligible |

Why It Stands Out: This senior role unifies organizational design, operating effectiveness, change management, communications, talent strategy, workforce planning, and activation of the Enterprise Data, Analytics & AI organization rather than treating them as separate disciplines.

What to Pay Attention To: The role may concentrate on implementing an already-defined EDAA operating model. The posting also does not explicitly include employee listening, feedback analysis, adoption metrics, or evidence-driven iteration. Clarify reporting relationships, team size, decision rights, and the balance among design and implementation responsibilities.

How to Position Yourself: Present yourself as an enterprise integrator who has activated operating models—not merely designed them. Highlight executive influence, governance, workforce planning, capability building, leader reinforcement, and measurable adoption within technology, data, analytics, AI, or similarly complex organizations. Apply: https://jobs.mcdonalds.com/job/Chicago-Sr-Director%2C-Organizational-Effectiveness-&-Activation-IL-60607/1421917100/

No. 12 — Centene — Director, Transformational Change Management & Communication | Location: Remote, continental United States | Salary: $118,400–$219,000 |

Why It Stands Out: The role connects executive alignment, employee adoption, leadership behavior, culture, communications, training, and a Transformation Center of Excellence across multiple functions.

What to Pay Attention To: The position sits within Business Development, Sales & Marketing despite its enterprise-change scope and combines change management with substantial communications responsibilities. The posting does not clearly assign ownership of stakeholder listening, adoption measurement, or iterative learning.

How to Position Yourself: Emphasize enterprise transformation leadership, structured change methodology, executive influence, cross-functional adoption, and culture and leadership-behavior change. Strengthen your candidacy with examples involving stakeholder listening, readiness evidence, adoption measures, feedback loops, and sustained business outcomes. Apply: https://jobs.centene.com/us/en/jobs/1653108/director-transformational-change-management-communication/

No. 13 — Tricon Residential — Director, Employee Experience | Location: Tustin, CA; hybrid; periodic travel and occasional events outside standard hours | Salary: $141,150–$235,250 |

Why It Stands Out: Tricon gives one leader responsibility for a coherent employee-experience system rather than separating surveys, communications, culture, recognition, and lifecycle programs. The role uses multiple listening channels and qualitative and quantitative evidence to challenge assumptions and improve experiences across corporate and field populations.

What to Pay Attention To: The scope combines strategy with substantial communications, recognition, events, vendor management, budgeting, and employee-care work. Clarify which organizational decisions employee evidence can influence, whether leaders are accountable for acting on findings, and whether success extends beyond participation and sentiment.

How to Position Yourself: Present yourself as an employee-experience architect who turns listening into visible action—not simply someone who administers surveys or events. Show how employee evidence changed the approach, influenced leaders, and produced measurable improvements in manager practices, employee behavior, or business performance. Apply: https://www.indeed.com/viewjob?jk=5835723f4c6baf78

No. 14 — Mars — Senior Manager Global Workforce & Organizational Effectiveness Intelligence | Location: McLean, VA; work arrangement not specified | Salary: $153,600–$211,200 plus variable pay |

Why It Stands Out: This is not routine people analytics. The Senior Manager determines enterprise workforce and OE measures, integrates HR, financial, commercial, and external data, investigates organizational-health anomalies, evaluates operating-model changes, and advises executives on workforce risks, future capabilities, skills-based design, and AI-human productivity.

What to Pay Attention To: The role has demanding technical requirements, including six years of Workday experience plus strategic command of workforce-planning and organization-design tools. Clarify whether it can influence solutions beyond analysis, who owns implementation, and whether the team receives outcome data showing what happened after its recommendations were adopted.

How to Position Yourself: Present yourself as a technically fluent workforce strategist and executive consultant—not a dashboard producer. Show how you converted an ambiguous business question into a rigorous analysis, influenced a consequential workforce or organizational decision, and followed that decision through to measurable outcomes. Apply: https://careers.mars.com/global/en/job/R163359/Senior-Manager-Global-Workforce-Organizational-Effectiveness-Intelligence

No. 15 — HCSC — Sr. Director of Employee Experience Delivery | Location: Chicago, IL or Richardson, TX; work arrangement not specified | Salary: $146,700–$272,400 |

Why It Stands Out: The position leads five employee-journey teams plus HR Liaisons, creating the potential to redesign connected HR experiences rather than optimize isolated programs. It also owns process improvement, technology enablement, budgets, resources, and team development.

What to Pay Attention To: The description is brief for such a senior role. It does not identify the journeys involved, listening methods, experience measures, transformation objectives, or mechanisms for sustained behavior change. Clarify whether this is primarily HR service delivery or broader employee-experience transformation.

How to Position Yourself: Highlight leadership of interconnected employee journeys or HR services, end-to-end process redesign, cross-HR collaboration, technology-enabled improvement, and measurable business results. Include examples showing how employee research shaped the design and how new practices were adopted and sustained. Apply: https://careers.hcsc.com/job/-/-/43046/94810494192

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