First Moves: 27 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)

No. 1 — Exelon — Director, Enterprise Transformation Enablement | Location: Multiple locations available; hybrid; up to 25% travel | Salary: $174,400–$239,800 plus $50,000 annual LTI and 30% annual bonus

Why It Stands Out: The posting combines nearly every element First Moves seeks: employee listening, enterprise strategy, organization and work redesign, distributed execution, leader sponsorship, adoption and sustainment, capability building, benefit realization, and continuous improvement. Its treatment of AI as a work-design challenge—decomposing roles and rebalancing human and agentic work—is particularly distinctive.

What to Pay Attention To: Because business execution occurs collaboratively through HRBPs and operating-company leaders, success depends heavily on influence and governance rather than unilateral authority. Candidates should clarify the COE’s decision rights, the maturity of the current transformation portfolio, how Employee Listening findings alter specific interventions, and how competing operating-company needs are reconciled. AI work redesign and portfolio governance make the remit unusually broad.

How to Position Yourself: Use an enterprise example in which employee or workforce evidence changed the transformation strategy, operating model, roles, or workflow. Show how you equipped leaders and distributed partners to execute, monitored adoption and saturation, and refined the approach based on outcomes. Experience redesigning work for AI or automation while protecting employee experience and frontline effectiveness would be especially compelling. Apply: https://jobs.exeloncorp.com/careers-home/jobs/30118

No. 2 — American Water — Director, Organizational Change Management – Strategic Programs | Location: Camden, NJ; primarily office-based with field visits; full-time; up to 50% travel | Salary: $165,000–$180,000 plus annual incentive and benefits

Why It Stands Out: Few postings connect the full evidence-to-adoption chain this explicitly. The Director assesses readiness and organizational conditions, advises executives, redesigns roles and workforce practices, addresses resistance, builds leadership accountability, measures adoption and business outcomes, and remains responsible for sustainable behavioral change and benefits realization.

What to Pay Attention To: The scope is enormous and includes both enterprise OCM and broad Human Capital Consulting for a major multiyear transformation. Candidates should clarify team size, reporting structure, dedicated resources, the division of authority with the PMO and HR, the current maturity of AW2030, and how much travel and field presence are expected. The 50% travel ceiling could be material.

How to Position Yourself: Use an enterprise example that begins with organizational, stakeholder, and readiness evidence; shows how that evidence altered the program, operating model, roles, or leadership response; and follows implementation through resistance, adoption, reinforcement, and measurable business benefits. Experience with distributed field operations, regulated environments, or asset-intensive transformations would be especially persuasive. Apply: https://jobs.amwater.com/job/Director%2C-Organizational-Change-Management-Strategic-Programs/110301-en_US

No. 3 — Ultra Clean Technology — Director, Global Change Management | Location: Manor, TX; on-site; full-time; 10%+ domestic and international travel

Why It Stands Out: UCT gives the Director genuine enterprise authority while also specifying mechanisms through which change can spread: executive sponsors, a global Change Champion Network, regional localization, cultural adaptation, and capability building. Its measures focus on adoption, proficiency, and business impact rather than communications activity or training attendance.

What to Pay Attention To: The standardized framework-adherence KPI could encourage methodology compliance if it outweighs local learning and outcomes. Candidates should clarify the current maturity and size of the change function, the number of simultaneous transformations, decision rights with the PMO and IT, and whether the Director has dedicated practitioners or must deliver primarily through influence. The role is on-site in Manor and requires international and domestic travel.

How to Position Yourself: Present a global transformation in which stakeholder and readiness evidence revealed materially different adoption barriers across regions. Show how you adapted the strategy, equipped executive sponsors and local champions, managed competing change demands, and improved proficiency or business performance. Demonstrate that your frameworks create useful consistency without suppressing local experimentation and learning. Apply: https://www.linkedin.com/jobs/view/4447328109

No. 4 — AbbVie — Director, Change Management & Enablement | Location: North Chicago, IL; hybrid; minimum three office days weekly, Tuesday–Thursday; full-time | Salary: $160,500–$305,000; eligible for long-term incentives

Why It Stands Out: AbbVie explicitly describes change as a sustained organizational capability rather than a project add-on. The Director owns strategy and governance while translating new processes into roles and behaviors, using pulse surveys and sentiment analysis to refine the approach, and tracking sustained behavior change—not merely communication or training completion.

What to Pay Attention To: The remit is limited primarily to Finance Transformation and may emphasize ERP, process standardization, and formal change methodology. Candidates should clarify team size, current transformation portfolio, decision rights shared with Finance and technology leaders, and whether the Director can change incentives, workflows, and leadership practices when adoption evidence reveals structural barriers. The hybrid policy requires at least three days each week in North Chicago.

How to Position Yourself: Use an enterprise-transformation example that begins with readiness or stakeholder evidence, shows how the evidence changed the adoption strategy, and follows the work through new roles, leader and employee behaviors, resistance management, reinforcement, and measurable business outcomes. Demonstrate C-suite influence, team or COE building, and the judgment to adapt formal methodologies rather than applying them mechanically. Apply: https://careers.abbvie.com/en/job/director-change-management-and-enablement-in-north-chicago-il-jid-32232

No. 5 — Rowan Digital Infrastructure — Senior Talent Development & People Programs Manager (Culture Enablement & Engagement) | Location: Denver, CO; hybrid in-office; full-time; up to 20% travel | Salary: $125,000–$150,000 plus bonus

Why It Stands Out: The role does not stop at collecting engagement data or administering culture programs. It owns the feedback-to-action system and then carries listening insights into leader behavior, recognition habits, mentoring, communications, and the formal employee lifecycle, with explicit measurement and iteration.

What to Pay Attention To: The remit spans four substantial portfolios plus possible work in onboarding, leadership development, performance management, and career development. Candidates should clarify team size, budget, decision authority, current program maturity, and how time will be divided. The role is Denver-based hybrid and requires up to 20% travel.

How to Position Yourself: Present an end-to-end example in which employee listening revealed a cultural or organizational need, leaders chose a focused response, managers adopted new day-to-day practices, those practices were reinforced through tools or talent systems, and outcome measures guided refinement. Emphasize behavioral-science grounding, senior-leader influence, and independent strategy-through-execution delivery in a fast-growing organization. Apply: https://jobs.ashbyhq.com/rowan/a81e2789-e6d7-43b2-b724-2368272fc757?departmentId=d88647c3-fa14-40db-a7d8-df36fd1bf3cb

No. 6 — Professional Physical Therapy — Senior Manager, Organizational Health & Effectiveness | Location: Remote, United States; East Coast business hours required; full-time | Salary: $90,000–$100,000

Why It Stands Out: The posting describes a complete employee-listening and organizational-change system: multiple feedback channels, cross-level analysis, leader action planning, accountability for follow-through, implementation ownership, and evaluation using both people and operational indicators.

What to Pay Attention To: The breadth is substantial for the title, stated minimum experience, and salary range. Candidates should clarify the reporting relationship, team and budget, decision rights, survey platform and maturity, travel expectations, and whether this is an individual-contributor role supporting more than 200 clinics.

How to Position Yourself: Use an end-to-end example in which surveys, focus groups, skip-level feedback, or workforce data revealed a meaningful organizational problem; you helped leaders choose a focused response; changed specific manager, team, or operating practices; maintained accountability during implementation; and used people and business indicators to refine the intervention and demonstrate results. Experience influencing a distributed clinical or multi-site workforce would be especially valuable. Apply: https://apply.workable.com/professional-pt/j/3BEB4A9532

No. 7 — IDEXX — Head of HR Technology, Analytics & AI | Location: Westbrook, ME; work arrangement not specified | Salary: Starting at $200,000, plus annual cash bonus and equity awards

Why It Stands Out: The position brings HR technology, people analytics, and AI into one enterprise portfolio while explicitly linking workforce insight, user experience, readiness, adoption, measurement, and sustainable operating change.

What to Pay Attention To: The remit is broad and technically weighted. Candidates should clarify the size and maturity of the HR Technology and People Analytics team, decision rights shared with enterprise technology, the current platform landscape, and how success will be divided among modernization, analytics, AI experimentation, employee experience, and behavioral adoption. The posting does not specify remote, hybrid, or onsite expectations.

How to Position Yourself: Present yourself as a product-minded HR transformation leader who has built an integrated technology and analytics roadmap and carried it through adoption. Show how employee or manager needs and workforce evidence changed solution design, how you established governance, how leaders adopted new decision practices, and how usage, experience, workforce, or business measures drove iteration. Demonstrate enough technical fluency to challenge platform and AI assumptions while remaining accountable for organizational outcomes. Apply: https://careers.idexx.com/us/en/job/J-054479/Head-of-HR-Technology-Analytics-AI

No. 8 — Mercer — Global Employee Experience & Engagement Practice Leader | Location: New York, NY and one additional location; hybrid; at least three days per week in an office or at client sites | Salary: $216,000–$324,000 plus performance-based incentives

Why It Stands Out: Mercer explicitly declares that the survey-and-report era is closing and calls for listening, intelligence, and action to sit on one thread. The leader would reshape the offerings, consulting capability, AI tools, behavioral-science practice, organizational-design implications, and impact measures needed to make that shift real across a global market.

What to Pay Attention To: This is a Managing Director or Partner-level global growth role rather than a conventional employee-experience practitioner position. Regional leaders retain P&L control, so success depends on influence across a matrix, commercial growth, major sales pursuits, public thought leadership, and global capability building.

How to Position Yourself: Demonstrate that you have moved an employee-listening business beyond instruments and reports. Show how you created advisory and transformation offerings, influenced regional commercial leaders, advised CHROs, integrated analytics with behavioral and organizational interventions, raised consultant capability, and linked client action to measurable business impact. Apply: https://careers.marsh.com/global/en/job/R_356995/Global-Employee-Experience-Engagement-Practice-Leader

🟡 NOT YET READY

No. 9 — Ancilla Technologies & Services, Inc. — Organizational Development Specialist | Location: McLean, VA; in person; full-time; occasional travel | Salary: $115,000–$125,000

Why It Stands Out: The role offers unusually broad exposure for a specialist-level learning position: needs assessment, focus groups, strategic-planning facilitation, leadership development, onboarding, workforce transformation, program evaluation, and direct work with Military Health System leaders and stakeholders.

What to Pay Attention To: The external heading says Organizational Development Specialist, while the employer description opens with Training & Workforce Development Specialist. Candidates should clarify the official title and how time is divided among training delivery, event logistics, OD consulting, and change implementation. They should also determine whether they remain involved after assessments and workshops to support adoption and reinforcement.

How to Position Yourself: Use an example that begins with a needs assessment, focus group, or stakeholder diagnosis and ends with a redesigned intervention, changed work practice, and measured improvement. Emphasize facilitation across military, healthcare, or government audiences and show that your contribution extended beyond excellent training delivery into workforce readiness and practical change support. Apply: https://www.simplyhired.com/job/GHL4FYSBvZ9bmJLbrS-BbvE0LNqeBjLbTZ1hHWanSVr0q1hk2d-SqA

No. 10 — American Express — Vice President, Strategic Change & Transformation | Location: New York, NY; Phoenix, AZ; or Sunrise, FL; hybrid; full-time | Salary: $176,750–$282,000 plus bonus, possible equity, and benefits

Why It Stands Out: The VP has unusual strategic reach, direct access to senior leaders, three Director-led teams, and responsibility for carrying high-priority initiatives from problem definition through execution. Current work involving Chat, inbound servicing, and agentic customer conversations could materially reshape both customer experience and frontline work.

What to Pay Attention To: The title implies organizational change management, but the responsibilities resemble an internal strategy-consulting and transformation office. Candidates should clarify whether teams remain accountable through implementation, how colleague experience is researched, whether adoption is part of success, and how much work consists of analysis and executive recommendations versus changing operations and frontline practices.

How to Position Yourself: Present yourself as a strategy and transformation leader who stays involved after recommendations are approved. Use an example in which customer, employee, or operational evidence shaped the strategy; cross-functional teams changed processes and frontline practices; and customer, colleague, and business measures demonstrated impact. Make your implementation and adoption credentials explicit because the posting itself does not. Apply: https://egug.fa.us2.oraclecloud.com/hcmUI/CandidateExperience/en/sites/CX_1/job/26013282

No. 11 — Lenovo — Senior Talent & OD Specialist | Location: Morrisville, NC; hybrid 3:2 schedule requiring three headquarters days; full-time; global-hours meetings

Why It Stands Out: The role sits in Lenovo’s enterprise-wide Global OD team and spans employee listening, organizational assessment, culture and business alignment, talent systems, leader initiatives, organization design, change management, and workforce planning. That breadth could provide a strong development platform for someone building an integrated OD career.

What to Pay Attention To: The actual portfolio may depend on which three or more OD disciplines are assigned. Administrative platform work, project tracking, dashboards, and stakeholder follow-up could occupy substantial time. Candidates should clarify who owns Lenovo Listens interpretation and follow-through, whether this specialist designs interventions or implements others’ decisions, and how much work involves direct leader consultation. Global meetings may occur at night or early morning, and the role provides no visa sponsorship.

How to Position Yourself: Show that you can do more than administer surveys, platforms, or project plans. Use an example in which you analyzed employee or organizational evidence, translated it into a practical OD recommendation, coordinated multiple stakeholders, and helped leaders implement a measurable change. Emphasize analytical depth, global collaboration, and the ability to connect technical HR-systems work with organizational and talent decisions. Apply: https://jobs.lenovo.com/en_US/careers/JobDetail?jobId=80939

No. 12 — InspireCorpsCo — Principal Consultant, Leadership & Organizational Development | Location: Remote, United States; virtual, onsite, or hybrid delivery; up to 60% travel | Salary: $170,000–$190,000 plus variable or bonus pay

Why It Stands Out: The position blends facilitation, coaching, consulting, collaborative needs assessment, adaptive delivery, client implementation, and impact reporting across leader levels—broader than a conventional corporate-training role.

What to Pay Attention To: The role is heavily delivery- and revenue-oriented: mastery of existing InspireCorps content, facilitation, client expansion, proposal development, and up to 60% travel. Candidates should clarify the balance between custom organizational diagnosis and established-program delivery, how impact is measured, and whether consultants remain engaged long enough to support sustained behavior change. No direct employer application page was located.

How to Position Yourself: Present yourself as a leadership-development consultant who connects learning experiences to observable changes in leader and team behavior. Show how needs assessment altered design, how you adapted interventions in real time, how you coached through difficult dynamics, and how follow-up measures demonstrated sustained performance improvement. Also demonstrate direct line-management credibility, executive presence, commercial judgment, and success expanding client partnerships. Apply: https://jobright.ai/jobs/info/6a847e6fe12474455273a9e6

No. 13 — Sand Cherry Associates — Sr. Consultant, Organizational Design | Location: Remote, United States; six-plus-month contract; approximately six trips during the engagement | Salary: Listed as $100,00–$135,000 annually; the lower figure appears to contain a typo

Why It Stands Out: The consultant owns a rigorous research-to-roadmap sequence: direct stakeholder inquiry, organizational analysis, executive recommendations, ROI assessment, and practical implementation planning for a Fortune 100 client.

What to Pay Attention To: This is a consulting engagement rather than a permanent internal role, and its impact may end with recommendations and a roadmap. Candidates should clarify whether the subsequent implementation phase is funded, whether this consultant would lead it, what decision rights the client will grant, and whether the stated compensation is annualized.

How to Position Yourself: Present yourself as a research-led organizational designer who can move beyond diagnosis. Highlight engagements in which interviews, focus groups, surveys, and benchmarking altered the organizational model; quantify the business case; show how executives acted on your recommendations; and, if possible, demonstrate that you stayed through implementation, monitored adoption, and adjusted the design based on employee and stakeholder evidence. Apply: https://apply.workable.com/sand-cherry-associates-1/j/554E3BDAAE/

No. 14 — SharkNinja — Vice President, Strategic Initiatives, Growth & Transformation | Location: Needham, MA; work arrangement not specified; frequent domestic and international travel | Salary: $258,800–$310,000

Why It Stands Out: The position owns the entire enterprise-initiative lifecycle—from desired business outcomes through implementation, adoption, scale, and benefit realization—while reporting directly to the Chief Operating Officer.

What to Pay Attention To: The portfolio extends well beyond organizational effectiveness into geographic and commercial expansion, channel development, direct-to-consumer growth, social commerce, and operating performance. The role may function more like an enterprise strategy and execution office than a people-centered transformation role. Candidates should clarify team size, budget, portfolio-governance authority, how readiness is assessed, and how much attention is devoted to the human side of AI and operating-model change. Frequent domestic and international travel is required.

How to Position Yourself: Present yourself as an enterprise operator who converts strategy into measurable results across functions and geographies. Quantify growth, operating-model, or AI transformations you led through adoption and scale. To strengthen the people-change dimension, show how stakeholder discovery and frontline evidence changed the design, how adoption was measured, and how leaders reinforced new behaviors after implementation. Apply: https://careers.sharkninja.com/job/-/-/47204/97628513408

⚠️ PROCEED WITH CAUTION

No. 15 — BankUnited — Organizational Development Specialist | Location: Miami Lakes, FL; hybrid; full-time; 0%–10% travel

Why It Stands Out: The position offers broad exposure to the infrastructure of organizational development—engagement surveys, organizational assessments, leadership programs, high-potential development, performance management, succession, career paths, competencies, and talent data. It could be useful for someone building operational depth across an internal OD portfolio.

What to Pay Attention To: The title suggests broader OD consulting than the responsibilities support. Much of the work involves scheduling, records, process administration, communications, logistics, survey reporting, and recurring facilitation. Candidates should ask how much discretion the Specialist has to interpret evidence, recommend interventions, redesign programs, consult with leaders, and remain involved after reports or training are delivered.

How to Position Yourself: Show that you have moved beyond program administration by using survey or assessment evidence to change a leadership or talent intervention. Emphasize facilitation, data interpretation, stakeholder credibility, and examples in which your recommendation improved a program or leader practice. During the interview, determine whether BankUnited wants an emerging OD consultant or primarily a reliable program administrator. Apply: https://myjobs.adp.com/bankunitedexternal/cx/job-details?reqId=5001220666706

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