Welcome!
Insights on This List of Employee Listening
and Org Change Job Opportunities
Here are another 15 new job announcements for employee listening and organizational change – plus a bonus 16th role so new that it does not even have an application URL yet (I will update the post).
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– P
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Strongest to Weakest Alignment with
Infectious Change Design
🔥 Ready for Infectious Change (Click to see what Infectious Change is)
🔥 Ready — Synapse Health
Sr. Manager, Organizational Effectiveness
United States | Remote | Full-time
Base salary: $175,000–$185,000
Why It Stands Out: This role combines organizational design, operating-model effectiveness, capability development, employee experience, and change adoption. Particularly notable is its involvement with AI enablement, HR technology, new capability adoption, cross-functional ways of working, and measures intended to determine whether transformation is actually producing value.
What to Pay Attention To: The portfolio is broad and includes governance, process improvement, and business-side HR technology stewardship. Candidates should clarify how employee evidence enters the diagnostic process and how much authority the role has to alter implementation conditions when adoption problems emerge.
How to Position Yourself: Show how you diagnosed an organizational problem, changed structures or ways of working, enabled adoption of a new capability or technology, and measured whether the intervention improved performance or employee experience.
🔥 Ready — Medtronic
Principal Transformation Delivery Specialist
Minneapolis, MN | Onsite | Full-time
Base salary: $114,400–$171,600
Why It Stands Out: Medtronic explicitly takes transformation beyond planning: this role leads workstreams through implementation, stabilization, adoption, sustainment, and eventual transition to business ownership. The portfolio may include organizational, operating-model, digital, AI, and workforce transformation.
What to Pay Attention To: This is a principal-level workstream leadership role inside a larger Enterprise Transformation function rather than the owner of every enterprise intervention. Clarify how employee and stakeholder evidence changes implementation plans and how much latitude the role has when business deadlines conflict with adoption needs.
How to Position Yourself: Demonstrate end-to-end transformation work in which you diagnosed readiness, removed barriers, helped leaders establish new structures or practices, monitored adoption, and stayed involved until the new way of working could be sustained by the business.
🔥 Ready — Accenture
Leadership Acceleration Strategy Consulting Senior Manager
Multiple locations available | Full-time | Approximately 30–35% travel
Base salary in disclosed U.S. markets: $122,700–$317,200
Why It Stands Out: This is senior behavioral-science consulting at the C-suite and Board level. The work encompasses culture change, executive assessment, CEO succession, leadership strategy, team development, coaching, and organizational effectiveness, using both quantitative and qualitative evidence to drive client outcomes.
What to Pay Attention To: This is also a commercial consulting leadership position. Business development, account growth, client portfolio management, and executive-level relationship building are central expectations, so the role is considerably broader than assessment or leadership development alone.
How to Position Yourself: Pair deep behavioral-science or organizational expertise with evidence of C-suite advisory work. Show how assessment and organizational evidence changed leadership behavior or culture—and how you built durable client relationships and expanded consulting engagements.
🔥 Ready — McDermott Will & Schulte
People Analytics Listening Analyst
Chicago, IL | On-site | Full-time
Base salary: $90,000–$130,000
Why It Stands Out: Employee listening is not incidental here—it is a core responsibility. The role helps design, administer, and analyze engagement, pulse, lifecycle, and other feedback efforts, combines quantitative and qualitative methods, and translates evidence into actionable insights for leaders and program owners.
What to Pay Attention To: The opportunity sits closer to the evidence-generation end of the First Moves spectrum than to ownership of enterprise change. Applicants should determine how directly the analyst participates after findings are delivered and whether the role helps leaders design and evaluate resulting interventions.
How to Position Yourself: Emphasize rigorous survey design and analysis, qualitative research, the ability to integrate multiple HR data sources, and examples where findings changed a policy, program, leader decision, or organizational practice rather than ending with a dashboard.
Apply at McDermott Will & Schulte
🔥 Ready — Smartly
Senior Director, Organizational Transformation & Workforce Design
New York, NY | Hybrid | Full-time
Base salary: $198,000–$235,000, plus annual performance bonus
Why It Stands Out: Positioned in the CHRO Office and reporting to the Chief People Officer, this role owns substantial organization and workforce transformation. It covers organizational design, operating models, leadership capability, workforce evolution, AI-enabled work redesign, implementation roadmaps, governance, success measures, and sustainable adoption.
What to Pay Attention To: The posting is stronger on organizational design and implementation than on formal employee listening. Candidates should probe how employee experience, workforce research, and implementation feedback inform major structural decisions.
How to Position Yourself: Demonstrate enterprise transformations where strategy led to concrete changes in roles, workflows, structures, decision rights, leadership capability, or workforce models. Strong examples should include implementation and measurable adoption, not simply future-state design.
🔥 Ready — 7-Eleven
Director, Organizational Effectiveness
Irving, TX | 100% onsite | Full-time
Base salary: Not stated
Why It Stands Out: This is a broad, substantive OE position linking workforce, engagement, and business-performance data with organizational design, workforce strategy, transformation, leadership effectiveness, culture, and employee experience. The Director is also expected to establish effectiveness measures and advise senior leaders on organizational health.
What to Pay Attention To: The onsite requirement is firm, and the role demands 10+ years of progressive experience plus significant leadership experience. Its scope is unusually broad, so candidates should clarify team resources and the relative emphasis on organization design, transformation, analytics, and leadership work.
How to Position Yourself: Show a full evidence-to-action example: identify an organizational problem through data, diagnose the structural or behavioral causes, influence senior leaders, implement changes, and demonstrate the resulting improvement in organizational performance.
🔥 Ready — World Wildlife Fund
Director, Organizational Development & Learning
Washington, DC | Hybrid | Full-time
Base salary: $136,700–$196,500
Why It Stands Out: This is considerably broader than a learning role. The Director leads organizational design, enterprise change, leadership and manager capability, workforce readiness, talent practices, employee engagement, assessment, executive/team interventions, adoption, sustainability, and impact measurement.
What to Pay Attention To: Learning remains a meaningful part of the portfolio, including curriculum, LMS-related work, coaching, and assessments. Applicants should determine the balance between enterprise OD/change work and administration of the learning portfolio.
How to Position Yourself: Demonstrate the ability to connect needs assessment, organizational diagnosis, leadership development, organization design, and change implementation rather than treating them as separate disciplines. Include evidence that programs or interventions changed capability, behavior, or organizational performance.
🔥 Ready — Blue Shield of California
Employee Listening and Experience Specialist, Senior
Oakland, CA / California | Hybrid; typically two office days per week | Full-time
Base salary: $90,860–$136,290 in California; $102,424–$153,636 in the Bay Area
Why It Stands Out: The role is built around engagement, pulse, lifecycle, and onboarding listening programs and explicitly aims to transform employee feedback into insights that influence leadership decisions and employee experience. It also owns analytical, operational, survey-administration, reporting, and continuous-improvement workstreams.
What to Pay Attention To: This is a senior specialist rather than an enterprise change leader, and a meaningful share of the work involves program operations, survey systems, controls, documentation, and reporting. Clarify how much involvement continues after findings are delivered.
How to Position Yourself: Lead with employee-listening expertise, survey operations, analytics, quality control, and stakeholder consultation. Distinguish yourself by showing how listening findings produced decisions and improvements rather than simply better reports.
🔥 Ready — Millennium Print Group
Lead, Organizational Change Management
Raleigh, NC | Full-time | Work arrangement not stated
Base salary: Not stated; employer describes compensation as competitive plus annual bonus eligibility
Why It Stands Out: This role explicitly combines employee listening sessions with enterprise transformation, readiness, adoption-risk assessment, change-champion networks, leader coaching, organizational design, workforce planning, culture, employee experience, and measures of change effectiveness and adoption. That combination makes it much broader than communications-oriented OCM.
What to Pay Attention To: The position leads through influence rather than direct authority and operates in a fast-moving manufacturing environment with frontline, hourly, contingent, and multi-shift populations. Candidates should clarify reporting structure, team support, and the scale of the transformation portfolio.
How to Position Yourself: Show how frontline listening changed a transformation plan, how leaders and champions were mobilized, how barriers to adoption were addressed, and how readiness and actual employee adoption were measured.
View the Millennium Print Group posting
🔥 Ready — Sandisk
Lead Program Manager, Strategic Operations & Organizational Effectiveness
Milpitas, CA | Milpitas office | Full-time
Base salary: $121,400–$206,400
Why It Stands Out: The role combines high-visibility organizational transformation with explicit employee feedback and listening mechanisms, stakeholder alignment, governance, sustainable adoption, engagement measurement, and organizational effectiveness. It also sits close to executive priorities and is expected to translate them into measurable outcomes.
What to Pay Attention To: Communications, recognition, executive forums, and operational coordination are meaningful parts of the portfolio. Applicants should clarify how much of the position involves designing organizational interventions versus enabling executive operating rhythms and communications.
How to Position Yourself: Show that you can connect employee feedback, executive priorities, and organizational execution. Strong examples will demonstrate cross-functional influence, adoption of strategic initiatives, measurable outcomes, and improvements made after evidence showed something was not working.
🔥 Ready — Aspen Technology
Principal Culture & Development Specialist
Bedford, MA | Headquarters-based | Full-time
Base salary: $109,600–$137,000, plus bonus or variable incentive eligibility
Why It Stands Out: The position combines culture, employee experience, learning and development, global employee groups, leadership development, listening, and the use of feedback to refine programs and impact. It offers a practical bridge between culture-building and development rather than limiting the remit to communications.
What to Pay Attention To: The title and compensation are more modest than several other roles in this batch, and communications and employee-program responsibilities are substantial. Candidates should clarify the authority to act on listening findings and alter organizational practices beyond programming.
How to Position Yourself: Emphasize employee listening and action planning, facilitation, leadership development, culture initiatives, and examples where feedback led to changes in programs or organizational practices.
🔥 Ready — AbbVie
Director, Organizational Culture
North Chicago, IL | Hybrid — onsite Tuesday, Wednesday & Thursday | Full-time
Base salary: $182,000–$346,000
Why It Stands Out: AbbVie explicitly moves beyond traditional engagement or culture programming. The Director integrates employee listening and organizational research with enterprise culture transformation, leadership behavior, operating models, organizational systems, talent and performance practices, strategic adoption, AI-enabled work, and measurable business outcomes.
What to Pay Attention To: This is a genuinely senior enterprise role requiring 15+ years of progressive experience, executive advisory capability, multidisciplinary team leadership, and experience with large-scale transformation across functions and geographies. Highly regulated industry experience is preferred.
How to Position Yourself: Show how organizational research or listening led to actual changes in leadership behavior, operating practices, systems, incentives, or organizational conditions—and how the resulting change was measured. Executive influence and research-to-action examples will be particularly important.
🟡 NOT YET READY
🟡 Not Yet Ready — MJMC, Inc. / Lanco Group of Companies
Director of Learning & Technical Training
Markham, IL | On-site | Full-time
Base salary: $120,000–$145,000
Why It Stands Out: This is a substantial workforce-capability leadership role rather than a conventional training-manager position. It owns learning strategy, technical and compliance training, apprenticeship and skilled-talent pipelines, leadership capability, LMS/LXP infrastructure, training teams, budgets, vendors, and effectiveness measures.
What to Pay Attention To: The intervention model remains primarily learning and technical training. The posting does not establish a strong employee-listening or organizational-diagnosis mechanism, nor does it show broad authority to change work systems when capability problems stem from something other than skill.
How to Position Yourself: Demonstrate how needs assessment and operational evidence led to targeted capability-building solutions and measurable performance improvement. Strong candidates should also show when they recognized that training was not the solution and partnered with Operations or HR to address the underlying condition.
🟡 Not Yet Ready — argenx
Director, Employee Communications & Engagement – Global Commercialization
Boston, MA | Hybrid, approximately 2–3 office days per week | Full-time
Base salary: $184,000–$253,000, plus short- and long-term incentive eligibility
Why It Stands Out: This is more strategically oriented than a conventional communications position. The Director advises Global Commercialization leaders during launches, growth, transformation, and organizational change and connects culture, employee experience, leadership, communications, digital tools, and AI.
What to Pay Attention To: Communications and engagement remain the primary mechanisms described. The posting does not establish strong ownership of organizational diagnosis, structural intervention, behavior-change design, or measurement of sustained adoption beyond engagement.
How to Position Yourself: Emphasize strategic communications as part of change rather than as message delivery. Show examples where employee or stakeholder evidence altered a change approach and where communications, leader behavior, and other implementation mechanisms worked together to produce adoption.
🟡 Not Yet Ready — Kyndryl
Director, Psychometrician
Remote — global | Full-time
Base salary: Not provided
Why It Stands Out: This is an unusually sophisticated people-science role spanning I/O psychology, psychometrics, employee listening, organizational effectiveness, leadership development, performance management, organizational network analysis, and applied workforce research. The Director also leads a team of analysts.
What to Pay Attention To: The technical bar is unusually high, including areas such as item response theory, skills graphs, productionized analytical models, programming, graph databases, and advanced organizational analytics. The posting appears stronger on measurement and people science than on direct ownership of organizational intervention and sustained change.
How to Position Yourself: Demonstrate psychometric rigor while showing that sophisticated measurement ultimately informs practical organizational decisions. Examples connecting research, employee listening, or network evidence to leadership, talent, or organizational action will help distinguish applied people science from analytics for its own sake.
Application URL: Pending. No substitute URL has been inserted.
⚠️ PROCEED WITH CAUTION
⚠️ Proceed with Caution — Confluent Health
Manager, Organizational Effectiveness Operations
Kentucky | Remote | Full-time
Base salary: Not provided
Why It Stands Out: The role sits inside Organizational Effectiveness and supports enterprise learning, talent, organizational capability, and related initiatives. It also offers responsibility for improving and scaling the systems and infrastructure through which OE programs are delivered.
What to Pay Attention To: The substance of the job is primarily OE program operations: enrollment, participant communications, logistics, project coordination, operational readiness, process improvement, automation, and infrastructure. The title therefore sounds more like substantive organizational-effectiveness consulting than the responsibilities actually indicate.
How to Position Yourself: This is strongest for candidates who enjoy building the operational machinery that allows an OE function to scale. Emphasize process design, program operations, participant experience, automation, project management, and reliable execution rather than positioning primarily as an organizational diagnostician or change strategist.
View the Confluent Health posting
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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Employee Listening and Workplace Change
