First Moves: 10 September 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 — Tricon — 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 the Director ownership of the complete listening-to-action cycle: gathering employee evidence, translating it into leadership insight, designing enterprise experiences, establishing success measures and continuously revising programs based on outcomes.

What to Pay Attention To: The remit is extremely broad, spanning listening, communications, recognition, culture, events, well-being and employer brand. Applicants should clarify team size, budget, decision rights, the balance between strategic design and event execution, hybrid attendance expectations and how much authority leaders have to act on difficult findings.

How to Position Yourself: Present a closed-loop example: how you gathered employee evidence, identified a pattern leaders had missed, challenged assumptions, redesigned an experience or organizational practice, equipped leaders to reinforce it and used sentiment plus business measures to determine whether it worked. Also demonstrate that you can integrate many experience channels without allowing events and communications to crowd out systemic change. Apply: https://tricon.wd3.myworkdayjobs.com/tricon/job/Tustin-CA/Director–Employee-Experience_JR103904

No. 2 — Sandisk — Lead Program Manager, Strategic Operations & Organizational Effectiveness | Location: Milpitas, CA; Work arrangement not stated | Salary: Not stated; short- and long-term incentives may apply | Posting Status: complete; plausibly active with stale deadline language |

Why It Stands Out: The role combines employee listening and engagement mechanisms with real authority to lead transformation, establish operating systems and drive sustainable adoption across a global engineering organization.

What to Pay Attention To: The supplied description contains a December 8, 2025 anticipated deadline even though Sandisk’s employer ATS still surfaced the exact role on September 9, 2026. Applicants should verify availability and clarify work arrangement, compensation, the balance between organizational effectiveness and executive-operations support, and how employee feedback changes program decisions.

How to Position Yourself: Present examples where you turned an ambiguous leadership priority into a cross-functional operating plan, used employee or stakeholder feedback to refine the intervention, created governance and leader alignment, and demonstrated sustained adoption rather than merely completing events or communications. Apply: https://www.indeed.com/viewjob?jk=ddf7c3d7efb0b9e6

No. 3 — 7-Eleven — Director, Organizational Effectiveness | Location: Irving, TX; 100% onsite at Irving headquarters | Salary: Not stated |

Why It Stands Out: The Director links engagement and workforce evidence to high-authority organizational design, transformation, leadership-behavior and culture work, with explicit responsibility for adoption and sustainable business results.

What to Pay Attention To: The position is fully onsite and requires ten or more years of experience plus five years leading teams and enterprise initiatives. Salary is not disclosed. Applicants should clarify team size, transformation portfolio, decision authority and how success is measured after implementation.

How to Position Yourself: Present an enterprise transformation where organizational-health evidence changed the operating model or change strategy. Show how you aligned structure and decision rights, built sponsor capability, removed adoption barriers, changed leader behavior and measured organizational and business results. Apply: https://careers.7-eleven.com/job/irving/director-organizational-effectiveness/45445/100378745152

No. 4 — Millennium Print Group — Lead, Organizational Change Management | Location: Raleigh, NC; Work arrangement not stated; relocation may be available | Salary: Competitive salary; range not stated; annual bonus eligibility |

Why It Stands Out: The role combines employee listening with end-to-end change execution, adoption measurement, champion networks and leader coaching across complex manufacturing transformations.

What to Pay Attention To: The posting is hosted on Indeed rather than a verified employer careers page, salary is not disclosed, and the role appears to cover a wide transformation portfolio. Applicants should clarify reporting line, team support, travel among facilities and authority over project decisions.

How to Position Yourself: Show a manufacturing or operational transformation in which listening and impact analysis revealed adoption risks. Explain how you mobilized champions and managers, adapted communications and enablement for frontline groups, measured readiness and adoption, and protected performance during implementation. Apply: https://www.indeed.com/viewjob?jk=3f9601a861c02e78

No. 5 — Philip Morris International — Sr Manager, Employee Listening & Engagement | Location: Stamford, CT; Hybrid Smart Work model | Salary: $176,600-$220,000 plus annual bonus and benefits |

Why It Stands Out: This is a model listening-to-action role: employee evidence determines targeted interventions, leaders receive explicit ownership and 90-day measures, and the role evaluates whether actions actually change adoption, behavior and organizational outcomes.

What to Pay Attention To: The role is based at PMI’s Stamford headquarters under a hybrid model and sits within the tobacco and nicotine-products industry, which applicants should evaluate personally. The 60/40 listening-to-intervention split is explicit, but candidates should clarify team capacity, travel, platform ownership and the practical authority behind holding executive sponsors accountable.

How to Position Yourself: Present an end-to-end example rather than a survey project. Explain how you identified an at-risk population, reduced the data to a few priorities, secured leader ownership, designed targeted actions, checked progress within 90 days, and demonstrated changes in behavior, adoption, engagement or retention. Apply: https://join.pmicareers.com/gb/en/job/PMIPMIGB31011EXTERNALENGB/Sr-Manager-Employee-Listening-Engagement

No. 6 — Ascend Federal Credit Union — Senior Talent Management & Engagement Partner | Location: Tullahoma or Murfreesboro, TN; Work arrangement not stated | Salary: Not stated |

Why It Stands Out: The role connects enterprise listening and workforce evidence to leader coaching, action planning, performance practices and integrated talent systems, giving it meaningful influence over both leadership behavior and organizational capability.

What to Pay Attention To: The scope is exceptionally broad for one enterprise partner and relies heavily on influence rather than positional authority. Applicants should clarify team and vendor support, whether the listed HR and Gallup certifications are required or preferred, the onsite expectations across two Tennessee locations, and how competing annual talent cycles are prioritized.

How to Position Yourself: Lead with a case where employee or talent evidence changed a leader practice or enterprise talent process. Show the listening signal, the behavior or system you redesigned, how you coached leaders, and measurable movement in engagement, performance, retention, readiness or mobility. Apply: https://external-ascendfcu.icims.com/jobs/5599/job

No. 7 — EY — People Behavior Change Specialist—Manager | Location: Dallas, TX; Hybrid; client-facing roles generally work in person 40%-60%; travel up to 80%, including 10% international | Salary: $131,560 base salary plus benefits |

Why It Stands Out: This is an exceptionally direct evidence-to-behavior-change role: behavioral data and contextual diagnosis inform targeted interventions, and the Manager helps clients implement and adopt changes across leadership, culture, structure, processes and workforce capabilities.

What to Pay Attention To: This is a highly demanding consulting position with travel up to 80%, including international travel. The qualification language is unusually exact: candidates must satisfy specified combinations of transformation experience, behavior-data work, team management, proposal development and adoption consulting. The position also requires U.S.-worker status under the cited labor regulation. Applicants should clarify engagement mix, utilization and sales expectations, and how long they remain involved after implementation.

How to Position Yourself: Lead with a transformation in which behavioral evidence changed the intervention design. Explain the target behaviors, environmental and organizational drivers, sponsor actions, implementation sequence, adoption measures and business results. Demonstrate that you can combine behavioral science with executive influence, client delivery, team leadership and commercial consulting responsibilities. Apply: https://careers.ey.com/ey/job/Dallas-People-Cons-Workforce-Adv-Ppl-Behavior-Change-Specialist-Manager-Multiple-Positions-1729317-TX-75219/1419921733/

No. 8 — Kaiser Permanente — Organizational Effectiveness Consultant IV | Location: San Diego, CA; Flexible worker location; full-time; 20% travel | Salary: $112,200-$145,200 annually |

Why It Stands Out: This role combines organizational diagnosis with substantial implementation authority: culture and climate evidence informs change, organizational-design, coaching and team interventions, and the consultant measures whether change programs and proposed solutions are effective.

What to Pay Attention To: The position is an individual contributor supporting a broad portfolio, so applicants should clarify assignment volume, decision authority, access to senior leaders and whether they remain involved through sustainment. “Flexible” does not necessarily mean remote; the primary location is San Diego and travel is 20%. The department is listed as National Benefits Portfolio, which may shape the initial client scope.

How to Position Yourself: Present an end-to-end case in which culture, climate, stakeholder or performance evidence changed the diagnosis; you helped leaders redesign structures, processes, roles or norms; and you measured whether the intervention changed behavior and business performance. Demonstrate executive-coaching credibility, facilitation skill and comfort operating as an influential individual contributor. Apply: https://www.kaiserpermanentejobs.org/job/-/-/641/100316710880

No. 9 — Booz Allen Hamilton — Workforce Transformation Strategist | Location: Washington, DC; Hybrid; frequent Booz Allen or customer-facility presence may be required | Salary: $55,200-$126,000 annual projected range plus benefits |

Why It Stands Out: The role presents a credible evidence-to-action cycle: it collects and analyzes workforce data, diagnoses capability and mission gaps, converts evidence into tailored strategies, implements people-centered initiatives and evaluates results.

What to Pay Attention To: Consulting scope and implementation authority may vary by Navy engagement. The posting does not clarify responsibility for adoption through sustainment. Applicants need Secret-clearance eligibility. The very broad salary range may reflect contract constraints or multiple experience levels. Employer metadata lists May 12, 2026, although an Apply action remained live on September 9; verify promptly. The work substantially overlaps Booz Allen requisition R0245843, published by First Moves on August 13, but this is a distinct title and requisition.

How to Position Yourself: Lead with a case where workforce evidence identified a mission or performance gap, changed the proposed talent strategy, and led to measurable changes in employee or leader practices. Show how you involved stakeholders, translated analysis into a persuasive story, supported implementation and evaluated whether the intervention worked. Address federal-client credibility and clearance eligibility. Apply: https://careers.boozallen.com/careers/JobDetail?jobId=124405

No. 10 — Veritas Partners — Organizational & Performance Management Partner | Location: Greater Harrisburg Area; office options in Mechanicsburg and Chambersburg, PA; Hybrid; 4 office days initially, then 3 after 90 days; occasional overnight travel | Salary: $115,000-$145,000 |

Why It Stands Out: The posting establishes a credible evidence-to-action chain: organizational data and feedback inform enterprise people systems, leader coaching, cross-functional change and explicit adoption of new behaviors and practices.

What to Pay Attention To: The employer is a recruiter for an unnamed longtime financial-services client, leaving the reporting relationship, organization size and exact decision rights unclear. The role is office-heavy at four days initially and three after 90 days.

How to Position Yourself: Show how you translated engagement, retention or performance data into an enterprise intervention, secured executive alignment, equipped leaders to reinforce new expectations and measured adoption. Position yourself as a strategic OD consultant who can also build and operate performance and succession systems. Apply: https://www.linkedin.com/jobs/view/4462210298/

🟡 NOT YET READY

No. 11 — CRA | Admired Leadership — Organizational Research Consultant | Location: Greater Philadelphia; Hybrid | Salary: $75,000-$85,000 plus bonus |

Why It Stands Out: The position is unusually explicit about using organizational research to uncover behavioral barriers and turn evidence into practical action plans for senior leaders, making it a strong apprenticeship in diagnosis and advisory work.

What to Pay Attention To: The consultant does not appear to own implementation or sustained behavior adoption and works under daily senior guidance. Applicants should also consider the three- to four-year apprenticeship model, client-service demands, LinkedIn Easy Apply process and comparatively modest salary for the Philadelphia consulting market.

How to Position Yourself: Show a mixed-method research project in which you converted an ambiguous organizational question into sound measures, identified a behavioral or communication barrier, translated statistical findings into a clear executive narrative and recommended practical actions. Demonstrate both analytical rigor and the relationship judgment required to challenge a client constructively. Apply: https://www.linkedin.com/jobs/view/4443180440

No. 12 — GreenState Credit Union — Leadership & Org Development Manager | Location: Clive or North Liberty, IA; Onsite daily | Salary: $103,793.30-$121,346.42 plus benefits |

Why It Stands Out: This is a substantive enterprise leadership-development and organizational-capability role with unusual breadth across leadership pathways, team effectiveness, succession readiness, culture enablement and business performance.

What to Pay Attention To: The role consumes engagement insights rather than owning employee listening, and its change responsibility is described mainly as sponsoring and supporting leadership enablement. Applicants should also weigh the daily onsite requirement, individual-contributor structure and reporting line within Learning & Development.

How to Position Yourself: Show how you used engagement, workforce and performance evidence to diagnose a leadership-capability problem, redesigned leadership or team practices, influenced executives without direct authority and measured changes in leader behavior and organizational results. Distinguish enterprise system design from program delivery. Apply: https://careers-greenstate.icims.com/jobs/4773/leadership-%26-org-development-manager/job

No. 13 — MJMC, Inc. — HR Operations Manager, Talent Development & Employee Experience | Location: Markham, IL; Primarily office based; up to 20% travel | Salary: Not stated |

Why It Stands Out: The role has a credible listening-to-action component through climate assessments, leader coaching, action planning and process improvement, but its center of gravity remains broad HR operations and Employee Relations rather than enterprise behavior-change leadership.

What to Pay Attention To: Employee relations, compliance, investigations and day-to-day HR partnership occupy substantial scope. Applicants should clarify the true time split, authority over enterprise talent and experience programs, team support, pay range and which company name—MJMC or Lanco—is the employing entity.

How to Position Yourself: Emphasize how your listening or climate diagnosis led to practical changes in manager behavior, performance practices or the employee lifecycle. Also demonstrate sound Employee Relations judgment, multistate compliance knowledge and the ability to distinguish systemic patterns from individual cases. Apply: https://www.indeed.com/viewjob?jk=50557cf00ce1ed5f

No. 14 — Wells Fargo — Senior Business Execution Consultant—HR Product Engagement and Strategy | Location: Multiple locations available; Hybrid; must be based in Charlotte, Minneapolis, or Phoenix; up to 5% travel | Salary: $87,000-$154,000 plus potential incentive compensation |

Why It Stands Out: The role connects stakeholder feedback with program improvement, HR-product adoption and more consistent operating practices, but its primary work remains product showcases, internal events, awareness campaigns, communications and program operations rather than organization-wide behavior-change implementation.

What to Pay Attention To: Applicants should clarify how adoption is defined and measured, whether the role changes day-to-day employee or leader behavior, and how much time is spent on event logistics versus product strategy and operational maturity. The posting closes September 14 and may close earlier. No relocation or visa sponsorship is offered.

How to Position Yourself: Show how you transformed an internal launch, showcase or enablement program into sustained product use or a better operating practice. Quantify reach, participation, adoption and business value, and explain how stakeholder feedback changed the program, process or product. Apply: https://www.wellsfargojobs.com/en/jobs/r-571503/senior-business-execution-consultant-hr-product-engagement-and-strategy/

No. 15 — Merakey — Enterprise Change Enablement Manager | Location: Remote in PA, DE, MD, VA, or OH; posting location Lafayette Hill, PA; Remote; occasional travel; full-time; first shift; 8:30 a.m.-4:30 p.m. | Salary: Not stated |

Why It Stands Out: This is a strong enterprise change-and-adoption role with meaningful implementation authority and an explicit learning loop. It remains Not Yet Ready because the posting does not clearly establish how employee or stakeholder feedback is gathered and interpreted to shape the interventions.

What to Pay Attention To: The role may supervise resources only as the team evolves, so it may begin as a senior individual contributor despite enterprise-lead language. Applicants should clarify the scale of the transformation portfolio, decision rights, support capacity and the evidence used in readiness and adoption assessments.

How to Position Yourself: Lead with a cross-functional transformation in which you owned the people side from impact assessment through post-launch reinforcement. Explain the readiness and adoption indicators you used, how you gathered employee or stakeholder evidence, what that evidence caused you to change and how you built lasting change capability across functions. Apply: https://myjobs.adp.com/merakeycareers/cx/job-details?reqId=5001220740006

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