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Insights on This List of Employee Listening
and Org Change Job Opportunities
There are many reposted positions, so I focused on new entries in the employee listening and org change job market. Remember to check my previous First Moves editions – many are still open! Good luck!
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Strongest to Weakest Alignment with
Infectious Change Design
🔥 Ready for Infectious Change (Click to see what Infectious Change is)
No. 1 — McKesson — Sr. Manager, NAPS Organizational Change Management | Location: Multiple locations available; work arrangement not stated; up to 25% travel | Salary: $113,800–$189,600 plus possible annual bonus or long-term incentives |
Why It Stands Out: Few postings describe the feedback-to-adoption loop this clearly. The practitioner owns stakeholder analysis, impact assessment, readiness diagnostics, sentiment tracking, employee feedback, and adoption measurement—and then uses those signals to continuously refine interventions and course-correct when adoption stalls. McKesson also defines adoption as measurable behavior change, belief, and sustained action rather than awareness alone.
What to Pay Attention To: This is an individual-contributor role deployed according to portfolio demand by the NAPS OCM Director. Authority appears substantial within assigned initiatives but not across the overall portfolio. The posting also contains conflicting location information: its header names Irving, Columbus, and The Woodlands, while the detailed section names Irving, Columbus, Alpharetta, and Richmond. Confirm eligible offices and onsite or hybrid expectations.
How to Position Yourself: Present a transformation in which stakeholder analysis, employee sentiment, or adoption data exposed a barrier. Explain the behavioral indicators you established, how you developed leaders or change champions, and precisely how you revised the intervention when adoption stalled. Experience in pharmaceutical distribution, healthcare, or another large matrixed organization would strengthen the case. Apply: https://careers.mckesson.com/en/job/irving/sr-manager-naps-organizational-change-management/733/100034989552
No. 2 — Campbell’s — Sr Manager, Change Management | Location: Camden, NJ; on-site; full-time | Salary: $139,300–$191,500 plus other compensation and benefits |
Why It Stands Out: This is an unusually complete change-leadership role. It connects readiness and impact assessments with executive sponsorship, employee-centered interventions, adoption measurement, reinforcement, and sustainment. Crucially, the leader uses data and feedback to adjust interventions and evaluates behavior change, capability, and business outcomes—not activity completion.
What to Pay Attention To: The role may alternate between leading transformations and supporting other change practitioners. Clarify the initial transformation portfolio, team structure, sponsor authority, available analytics support, change-network maturity, and expectations for working on-site.
How to Position Yourself: Present an enterprise transformation in which readiness findings or adoption data changed your strategy. Demonstrate how you influenced sponsor behavior, addressed resistance, built capability, reinforced new practices, and measured utilization, proficiency, behavior change, and business results. Experience with CPG, manufacturing, ERP, digital, AI, data, or operating-model transformation will be valuable. Apply: https://campbellsoup.wd5.myworkdayjobs.com/ExternalCareers_GlobalSite/job/USA—NJ—Camden/Sr-Manager–Change-Management_Req-67705
No. 3 — Johnson & Johnson — Senior Director, Workforce Strategy & Operational Excellence | Location: Multiple U.S. locations available; hybrid; full-time; up to 25% domestic travel | Salary: $178,000–$307,050; eligible for long-term incentives, pension, 401(k), and benefits |
Why It Stands Out: The scale and authority are exceptional. This Leadership Board member shapes the workforce and operating model for approximately 1,500 employees and owns workforce strategy, organizational readiness, capability building, AI transformation, quality assurance, and compliance governance. Workforce, quality, audit, service, and learning evidence can directly alter staffing, workflows, technology, training, standards, and accountability.
What to Pay Attention To: The role sits in customer-service operations rather than a People or organizational-development function and carries substantial compliance, forecasting, quality-assurance, and specialty-pharmacy responsibilities. Deep regulated-healthcare and contact-center expertise is essential. Clarify how employee input complements operational data and which listed locations are actually eligible.
How to Position Yourself: Lead with a regulated transformation in which workforce, quality, employee, customer, or audit evidence revealed a performance barrier. Show how you changed staffing, workflows, technology, procedures, leader practices, and training—and how adoption, quality, service, risk, and employee-performance measures drove further adjustments. For AI, emphasize literacy, confidence, responsible judgment, and productive workflow use rather than usage counts. Apply: https://www.careers.jnj.com/en/jobs/r-091300/senior-director-workforce-strategy-operational-excellence/
No. 4 — Zscaler — Senior Manager, AI Enablement & Organizational Change | Location: San Jose, CA; full-time; hybrid model referenced, but specific schedule not stated | Salary: $172,000–$215,000 plus applicable bonus, equity, and benefits |
Why It Stands Out: This is one of the strongest AI-adoption postings in the archive because it explicitly treats adoption as a behavioral and workflow challenge. It combines use-case discovery, tailored enablement, leader support, learning, communities, champion networks, reinforcement, employee insights, adoption data, and business outcomes under one accountable leader.
What to Pay Attention To: The portfolio combines AI enablement, enterprise change management, employee communications, and team leadership. Clarify team size, priorities, available analytics, and whether success is defined by meaningful workflow and performance improvement rather than AI activity or tool usage. The culture emphasizes urgency, execution, ownership, and accountability.
How to Position Yourself: Use an AI-transformation example in which employee or stakeholder evidence identified a valuable use case and you redesigned a workflow rather than merely introducing a tool. Explain how leaders, champions, learning, and communications created confidence and permission to experiment, and how productivity, quality, risk, customer, or adoption measures guided iteration. Distinguish productive AI use from AI dependency or low-value activity. Apply: https://job-boards.greenhouse.io/zscaler/jobs/5218209007
No. 5 — Truist — Enterprise Listening and Data Insights Lead | Location: Charlotte, NC and Atlanta, GA; work arrangement not stated | Salary: Not stated |
Why It Stands Out: Few listening roles connect evidence to action so directly. Truist expects this leader to establish the enterprise Listening Center of Excellence, integrate quantitative and qualitative listening, challenge and coach executives, devise organizational and cultural interventions, mobilize cross-functional action, and use behavioral science to improve organizational behavior and performance—not merely administer surveys and publish dashboards.
What to Pay Attention To: The remit combines internal teammate listening with nonprofit and community listening, which could diffuse attention or place the position partly outside a conventional People function. It is categorized under Marketing, Communications and Digital and sits within Culture and Philanthropy. Clarify reporting relationships, team and budget authority, and whether the role retains ownership after leaders accept its recommendations.
How to Position Yourself: Use an end-to-end example in which surveys, qualitative listening, and operating data exposed an organizational-health or culture problem. Show how you challenged or coached executives, designed a scalable intervention, mobilized cross-functional owners, and tracked changes in behavior, experience, participation, performance, or business outcomes. Demonstrate analytical depth, but devote equal attention to what leaders and teams did differently because of the evidence. Apply: https://truist.wd1.myworkdayjobs.com/Careers/job/Charlotte-NC/Enterprise-Listening-and-Data-Insights-Lead_R0118499/apply
No. 6 — Synergetics Installations Worldwide — Organizational Design and Effectiveness Consultant | Location: Portsmouth, NH / Remote; approximately 50% client travel; must live within one hour of an international airport | Salary: Not stated |
Why It Stands Out: Unlike many organizational-design consulting positions, this role explicitly combines detailed diagnosis, C-suite advising, future-state design, employee communication, implementation oversight, accountability systems, and post-change evaluation. The consultant conducts stakeholder interviews, analyzes multidimensional organizational data, observes operations firsthand, and remains involved until future-state workstreams are evaluated and functioning.
What to Pay Attention To: The work is strongly oriented toward efficiency, spans and layers, labor-cost reduction, utilization, and profitability. Consider whether that emphasis fits your values and expertise. Clarify project duration, travel variability, utilization expectations, authority over employee-transition decisions, and how the firm balances cost goals with employee experience and organizational health.
How to Position Yourself: Use a case in which interviews, operational observation, and workforce or financial data revealed a structural problem. Show how you converted that evidence into a new operating model, accountability framework, or workforce design; worked directly with leaders and employees through implementation; and demonstrated improvements in decision speed, productivity, service, cost, accountability, or employee experience. Address the human consequences of spans-and-layers work with equal rigor. Apply: https://apply.appone.com/job/6a32bbc30a3fafdd76247459
No. 7 — Albert Einstein College of Medicine — Senior Director, Strategy & Engagement | Location: Bronx, NY; full-time; work arrangement not specified; availability outside regular hours required | Salary: $220,000–$230,000 |
Why It Stands Out: This position combines senior institutional relationship ownership with unusually broad responsibility for AI adoption, enterprise-system value, PMO governance, objectives and key results, communications, process improvement, and IT succession leadership. Stakeholder discovery shapes technology priorities, while tracked commitments, service indicators, and value realization make outcomes visible.
What to Pay Attention To: Despite the title, engagement means institutional stakeholder partnership rather than employee engagement. The role is strongly oriented toward IT strategy, enterprise systems, PMO leadership, and service delivery and requires familiarity with ERP and student-information systems. Clarify team size, work arrangement, on-call expectations, and the authority to redirect investments when adoption or value results lag.
How to Position Yourself: Lead with an end-to-end digital, system, or AI transformation in which stakeholder discovery changed the strategy. Explain how you designed the adoption approach and governance, used communications and leader actions to change processes or technology use, and used adoption, service, productivity, or business measures to guide decisions. Emphasize executive influence, PMO and OKR discipline, and experience navigating academic medicine or another complex institution. Apply: https://careers.einsteinmed.edu/jobs/17962?lang=en-us
No. 8 — Metropolitan Transportation Authority — Senior Director, Employee Engagement & Recognition | Location: New York, NY; primarily onsite; eligible for one telework day weekly after 30 days | Salary: $145,615–$182,019 |
Why It Stands Out: The position connects a year-round employee-listening system with enterprise culture, recognition, onboarding, leader enablement, program refinement, and retention across more than 70,000 employees. It owns engagement and pulse surveys, exit evidence, lifecycle programs, leadership tools, recognition practices, cross-agency standardization, and the Employee Engagement & Recognition team.
What to Pay Attention To: The remit is exceptionally large and spans a complex, multi-agency and often unionized transportation system. Clarify team size and budget, the balance between strategy and event or program operations, how employee evidence becomes leader-owned action, how agencies are held accountable, and which engagement, recognition, retention, behavioral, and operational outcomes define success.
How to Position Yourself: Use an end-to-end example in which survey, pulse, exit, or lifecycle evidence identified a priority. Explain how you translated it into a leader practice, recognition mechanism, onboarding change, or enterprise program; secured adoption across varied employee groups; and used engagement, retention, behavioral, or operational measures to refine the solution. Experience in frontline, unionized, public-sector, or multi-agency environments will be especially persuasive. Apply: https://careers.mta.org/jobs/17689059-senior-director-employee-engagement-and-recognition
🟡 NOT YET READY
No. 9 — Baringa — Senior Manager, Organization, Performance & Change: Energy & Resources | Location: Houston, TX; work arrangement not stated; regional or international travel may be required | Salary: Not stated |
Why It Stands Out: This is a substantial transformation-delivery role with authority over organizational change, business readiness, operating-model design, workforce transformation, and adoption. It tracks adoption, readiness, and value realization across AI, data, ERP, ETRM/CTRM, trading-platform, and other technology-enabled changes.
What to Pay Attention To: The posting describes stakeholder engagement and measurement but not a clear listening-and-learning loop. It does not explain how employee or stakeholder evidence diagnoses barriers, changes the intervention, or improves sustained adoption. The role also requires specialized commodity or energy-trading experience and includes business-development expectations.
How to Position Yourself: Describe a transformation in which interviews, readiness evidence, workflow observation, or adoption data exposed something the original plan missed. Show how you altered the operating model, leader actions, engagement, training, or reinforcement and then measured adoption and realized value. Establish strong ETRM/CTRM and commodity-trading credibility while demonstrating consulting-team leadership and business development. Apply: https://job-boards.eu.greenhouse.io/baringa/jobs/4962519101
No. 10 — The Gap Partnership — Senior Management Consultant | Location: Atlanta, GA; work arrangement not stated; extensive North American and international travel | Salary: $130,000–$165,000 plus performance-based bonus and benefits |
Why It Stands Out: Unlike a strategy-only advisory position, this role combines recommendations with implementation, executive coaching, strategic interventions, organizational transformation, capability building, behavioral change, and measurable commercial outcomes. Its negotiation focus provides a concrete behavioral domain: how leaders influence stakeholders and make and execute consequential decisions.
What to Pay Attention To: The work is commercially focused and anchored in negotiation performance, high-value deals, client growth, and business development rather than employee experience or enterprise people strategy. Clarify travel and utilization expectations, revenue targets, how engagements diagnose organizational behavior, which adoption measures are used, and how long consultants remain involved following workshops and leadership programs.
How to Position Yourself: Use an engagement in which interviews, observation, decision data, stakeholder feedback, or performance evidence revealed why a commercial strategy was not translating into behavior. Show how you converted that evidence into changes in negotiation preparation, decision rights, leader behavior, stakeholder routines, or team capability—and how you measured adoption and commercial outcomes. Apply: https://thegappartnership.careers.hibob.com/jobs/80e4bb5f-42fc-448e-bb21-6d15905670ef
No. 11 — Harver — Senior People Science Consultant | Location: Multiple locations available; posting describes an Atlanta-based hybrid schedule of Tuesday through Thursday in the office | Salary: Not stated |
Why It Stands Out: The combination of applied industrial-organizational psychology, job analysis, criterion-related validity, client consulting, defined success measures, longitudinal outcome collection, return-on-talent-investment evidence, and direct feedback to Product and R&D makes this more substantive than a conventional assessment-implementation role.
What to Pay Attention To: This individual contributor owns a portfolio of Tier 1 and Tier 2 accounts, so delivery, account management, outcome-data collection, product adoption, and commercial-value demonstration may dominate the work. The posting does not establish comparable authority over the broader organizational conditions and management behaviors that determine whether hiring decisions actually change and endure. Clarify the location policy, account load, and travel requirements.
How to Position Yourself: Use a client example in which job analysis and validity evidence changed more than an assessment configuration. Show how hiring managers altered selection criteria, interpretation, decision rules, or governance; how you addressed resistance or inconsistent use; and how quality-of-hire, attrition, performance, fairness, or other outcome data guided reinforcement and refinement. Demonstrate statistical credibility while emphasizing what people did differently because of the evidence. Apply: https://ats.rippling.com/careers-at-harver/jobs/6886c00a-d127-47bb-a44b-a316cce564db
No. 12 — State Street — Transformation Change Leader (Middle Office), Managing Director | Location: Boston and Quincy, MA; full-time; work arrangement not stated | Salary: $170,000–$252,500 plus eligible performance awards and benefits | Application deadline: September 28, 2026 |
Why It Stands Out: The Managing Director scope, partnership with the senior client lead, global team leadership, target-operating-model authority, platform integration, automation, risk reduction, budget ownership, and measurable productivity and service outcomes make this a substantial transformation position.
What to Pay Attention To: The role appears more focused on operational, technology, risk, and client transformation than people-centered change. It also requires specialized asset-management middle-office knowledge, including trade capture, confirmations, settlements, reconciliations, and performance measurement. The posting leaves employee listening, behavior design, adoption measures, and evidence-driven reinforcement largely implicit.
How to Position Yourself: Use a transformation in which frontline employee, client, or operational evidence exposed constraints in the current operating model. Show how the evidence changed roles, workflows, technology design, decision rights, or leadership practices and how adoption measures—not merely project milestones, financial savings, or system deployment—guided reinforcement and refinement. Demonstrate credible middle-office expertise. Apply: https://statestreet.wd1.myworkdayjobs.com/Global/job/BOSTON/Transformation-Change-Leader–Middle-Office—Managing-Director_R-761858-1
No. 13 — New York University — Senior Director, Institutional Initiatives Portfolio Management | Location: New York, NY; mostly remote; remote more than 60% of the time; full-time | Salary: $220,000–$260,000 |
Why It Stands Out: The role sits between the university’s most senior strategic sponsors and the practical realities of implementation. It leads a portfolio of institution-wide initiatives and a team of experienced project managers while evaluating options across people, processes, technology, governance, services, and organizational structures. Its integration of readiness, adoption, process improvement, and sustainability is stronger than a conventional PMO role.
What to Pay Attention To: The position may function more like an elite internal consulting and portfolio-delivery leader than an organizational-change architect. Change readiness and adoption are integrated through partnership with dedicated Change Management colleagues rather than clearly owned by this Senior Director. The preference for seven or more years at a major consulting firm may also narrow the candidate pool.
How to Position Yourself: Present an enterprise initiative in which you helped senior leaders compare implementation options, surfaced organizational and stakeholder implications, established cross-functional governance, and converted strategic vision into a sustainable operating result. Strengthen your case by showing how stakeholder evidence and adoption measures—not only schedules and status reports—caused you to alter the plan or reinforce different leader behaviors. Apply: https://uscareers-nyu.icims.com/jobs/15900/senior-director%2C-institutional-initiatives-portfolio-management/job
No. 14 — Sabre — Principal People Business Partner, Corporate Functions | Location: Dallas–Fort Worth Metroplex; hybrid; full-time | Salary: Not stated |
Why It Stands Out: The position combines direct executive partnership with organizational design, workforce planning, talent and succession strategy, change leadership, and applied AI and analytics across People, Finance, and Legal.
What to Pay Attention To: The portfolio is exceptionally broad, spanning organization design, workforce planning, succession, executive coaching, leadership hiring, regional programs, analytics, AI, and change management. Diagnosis appears to rely mainly on workforce data, and the posting does not clearly connect employee listening with behavior-change design, adoption, reinforcement, and iterative measurement. Clarify priorities, client-group scale, decision rights, hybrid expectations, and how change outcomes are measured.
How to Position Yourself: Use an example in which workforce and employee evidence exposed an organizational problem, led to a design or talent decision, and changed leader, team, or system behavior. Show how you influenced executives in a matrix, partnered with Centers of Excellence, remained involved through implementation, and measured adoption or business impact. Practical applications of generative AI or automation to strategic HR work will also matter. Apply: https://sabre.wd1.myworkdayjobs.com/en-US/SabreJobs/job/Principal-People-Business-Partner–Corporate-Functions_JR108559
No. 15 — Segal — Vice President, Organizational Design | Location: Remote, United States; primary location New York, NY; significant U.S. travel | Salary: $150,500–$200,000 |
Why It Stands Out: The role combines organizational design and change expertise with large-engagement leadership, C-suite advising, client ownership, business development, thought leadership, and staff development—an unusually broad consulting mandate.
What to Pay Attention To: The position carries annual revenue and growth targets, pipeline responsibility, profitability accountability, and significant travel. The posting does not clearly connect employee or stakeholder listening to sustained behavior adoption, reinforcement, and learning loops. Clarify the commercial targets, team and P&L responsibilities, travel cadence, and how far the Vice President remains involved after recommendations and implementation planning.
How to Position Yourself: Present consulting examples in which organizational assessment and stakeholder evidence changed a design or transformation decision and you remained involved through implementation to secure adoption and measurable results. Quantify revenue generated, pipeline converted, executive relationships expanded, teams led, and improvements in effectiveness, decision rights, process performance, or culture. Apply: https://segalco.taleo.net/careersection/segalextwqm1011/jobdetail.ftl?job=44045
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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