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Insights on This List of Employee Listening
and Org Change Job Opportunities
This First Moves collection includes 15 opportunities spanning organizational effectiveness, employee listening, culture, workforce transformation, AI and technology adoption, and change consulting. This is an unusually strong batch: 13 roles are Ready, with explicit evidence of diagnosis, behavioral adoption, feedback loops, organizational intervention, sustainment, or outcome measurement. Two roles are Proceed with Caution because their titles suggest broader organizational-effectiveness work than their actual responsibilities demonstrate. No roles in this batch are classified as Not Yet Ready.
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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 – 🔥 Ready — Northrop Grumman
Organizational Effectiveness Director 2
Falls Church, VA | Hybrid with strong office presence | Full-time | Up to 25% travel
Base salary: $220,100–$330,100
Why It Stands Out: This senior OE role combines organizational diagnosis, organization design, transformation, culture, leadership effectiveness, and strategic change. The Director leads a team of OE consultants, advises C-suite executives, translates values and leadership expectations into practical behaviors and systems, and leads organizational interventions from assessment through implementation.
What to Pay Attention To: The portfolio also includes talent management, succession, and leadership development, making the remit very broad. Candidates should clarify which organizational transformations are highest priority and how the Director measures whether structural, leadership, and culture interventions improve performance.
How to Position Yourself: Show a complex organizational problem that you diagnosed, translated into changes in structure, roles, leadership behavior, or ways of working, and carried through implementation. Demonstrate executive influence and measurable organizational outcomes.
View the Northrop Grumman posting
No. 2 – 🔥 Ready — Northrop Grumman
Sr Principal Organizational Effectiveness Representative
Linthicum Heights, MD / McLean, VA | Full-time | Up to 25% travel
Base salary: $112,200–$176,300
Why It Stands Out: This is genuine internal OD/OE consulting. The consultant uses interviews, focus groups, organizational data, and facilitated assessments to identify root causes, then works with leaders on structures, roles, spans and layers, decision rights, governance, team effectiveness, and change implementation. Solutions are intended to be leader-owned and sustainable rather than simply recommended.
What to Pay Attention To: U.S. citizenship and eligibility for a Secret clearance are required. Candidates should also clarify how interventions are evaluated after implementation because the posting is stronger on diagnosis and implementation than on formal outcome measurement.
How to Position Yourself: Lead with an organizational diagnosis in which qualitative and quantitative evidence changed the original problem definition. Show how you converted that diagnosis into structural or team interventions and remained engaged through implementation.
No. 3 – 🔥 Ready — M-Files
Organizational Change Management Consultant
United States | Remote; Central or Eastern Time preferred | Full-time
Base salary: Not stated
Why It Stands Out: M-Files explicitly expects the Consultant to stay involved from discovery through post-go-live reinforcement. The role establishes adoption baselines, tracks readiness, resistance and adoption signals, coaches executive sponsors, develops customer change networks, and identifies workflow or business-process impediments rather than treating technology adoption as a communications exercise.
What to Pay Attention To: This is a founding role in a new advisory practice, so candidates will build methodology and delivery materials while simultaneously serving clients. Commercial expansion and account-growth expectations are also part of the position.
How to Position Yourself: Show a technology transformation where adoption evidence exposed a workflow, sponsorship, or organizational problem. Explain how you altered the intervention and demonstrated improved adoption or business value.
No. 4 – 🔥 Ready — Improvizations
Change Management Consultant (HCM/WFM)
United States | Remote | Full-time
Base salary: Not stated
Why It Stands Out: This role contains an unusually explicit measurement-and-adjustment cycle. The Consultant deploys ADKAR pulse surveys, creates heat maps, performs barrier-point analyses, develops corrective actions, examines post-go-live adoption and performance metrics, and builds reinforcement and sustainability plans. Sponsors and people leaders are coached to own the change.
What to Pay Attention To: The work is concentrated on HCM and workforce-management technology and relies substantially on Prosci/ADKAR. Candidates should assess whether that specialization fits their interests and experience.
How to Position Yourself: Show how readiness or adoption data changed your plan. Strong examples should include barrier diagnosis, corrective action, reinforcement, post-go-live measurement, and evidence that the new behavior endured.
View the Improvizations posting
No. 5 – 🔥 Ready — Choreo
Head of Change Management Organizational Engagement
United States | Remote
Base salary: Not stated
Why It Stands Out: Choreo describes a mature listening-to-action model. The Head establishes adoption baselines, conducts listening before, during, and after change, creates feedback loops that visibly influence decisions, tracks resistance and friction, manages the human side of M&A integration, and establishes enterprise change governance, readiness criteria, and decision rights. Success measures include adoption speed, reduced friction and rework, retention, and engagement.
What to Pay Attention To: The role carries major responsibility for communications to client-facing teams as well as change management. Candidates should clarify the balance between organizational intervention and communications execution.
How to Position Yourself: Demonstrate how employee or stakeholder feedback changed a leadership or implementation decision. M&A, organizational integration, portfolio governance, and measurable adoption examples would be especially compelling.
No. 6 – 🔥 Ready — Ellucian
Organizational Change Management Consultant
United States | Remote | Full-time | Up to 50% travel
Base salary: Not stated
Why It Stands Out: Ellucian combines organizational assessment with targeted intervention and measurement. The Consultant assesses organizational impact, culture, processes, technology, risks, and resistance; uses coaching and targeted interventions to facilitate adoption; and establishes KPIs to evaluate effectiveness and continuously improve the change effort.
What to Pay Attention To: The position is specialized in higher-education technology transformations and can require substantial travel. Communications and training remain important components, although they sit within a broader diagnostic and adoption framework.
How to Position Yourself: Show how you diagnosed resistance or an organizational barrier during a technology transformation, selected a targeted intervention, and used outcome measures to determine what needed to change next.
No. 7 – 🔥 Ready — Planet Technologies
Microsoft 365 Organizational Change Management Consultant
Eastern United States | Remote | Full-time
Base salary: $120,000–$210,000 consultant range
Why It Stands Out: Planet explicitly connects Microsoft 365 and Copilot implementation to sustained behavioral change and measurable business value. Consultants conduct interviews, surveys, focus groups, and assessments; measure transformation success; perform post-implementation reviews; and adjust tactics to specific needs. The role also covers agentic AI, workforce readiness, business-process transformation, use-case selection, governance, and success measures.
What to Pay Attention To: The role requires substantial Microsoft ecosystem expertise and may support public-sector clients with clearance requirements. Communications and training remain prominent delivery mechanisms.
How to Position Yourself: Show that you can connect AI or technology adoption to work redesign and measurable behavior. Describe how user research, adoption data, or post-implementation evidence caused you to change the rollout, use cases, governance, or workflow.
No. 8 – 🔥 Ready — Argano
Senior Consultant, Organizational Change Management
United States | Remote | Full-time | Up to 50% travel
Base salary: Not stated
Why It Stands Out: Argano gives the consultant ownership of change workstreams across technology implementation, operating-model redesign, restructuring, process transformation, and post-merger integration. Impact assessments become targeted interventions; readiness is monitored throughout the engagement; plans are adjusted when risks emerge; executives are coached to model required behaviors; and sustainment extends beyond training.
What to Pay Attention To: Communications and training remain significant responsibilities, as do business development and methodology building. Travel can reach 50%.
How to Position Yourself: Present an enterprise transformation where readiness or impact evidence caused you to change the intervention. Show executive coaching, resistance management, adoption, and sustainment rather than simply a completed OCM plan.
No. 9 – 🔥 Ready — Chartis / Jarrard
Associate Vice President, Change Management
United States | Remote; office options in Chicago and Nashville | Full-time
Base salary: $125,000–$145,000, plus potential discretionary bonus
Why It Stands Out: The position explicitly defines success as meaningful behavior change, sustained adoption, and measurable outcomes in healthcare technology transformation. The AVP designs end-to-end change strategies, builds change networks, integrates organization-design and operating-model considerations, and uses readiness, adoption, and engagement metrics to continuously improve results.
What to Pay Attention To: Strategic communications, business development, client management, and team leadership are all substantial parts of the position. Healthcare and technology-transformation experience are especially important.
How to Position Yourself: Lead with a technology transformation in which organizational design, workflows, leadership behavior, and adoption all mattered. Show how data changed the intervention and how adoption translated into measurable operational results.
View the Chartis / Jarrard posting
No. 10 – 🔥 Ready — Steampunk, Inc.
Disruption Designer
McLean, VA | On-site | Full-time
Base salary: $85,000–$150,000
Why It Stands Out: Steampunk combines human-centered design and change management. The Disruption Designer conducts discovery, interviews, and workshops; identifies pain points and resistance; translates research into organizational and workflow improvements; develops pilot plans; and establishes KPIs for transformation and adoption.
What to Pay Attention To: Communications and training remain meaningful components, and federal project constraints may sometimes limit how far the consultant can redesign the underlying environment. Ability to obtain a Public Trust clearance is required.
How to Position Yourself: Show how stakeholder research altered a proposed solution, how you tested or piloted the resulting change, and how adoption or performance measures informed the next iteration.
No. 11 – 🔥 Ready — Grant Thornton
Director, Leadership, Culture & Change
Multiple U.S. locations | Hybrid — at least 3 days per week at a GT office or client site | Full-time
Base salary: $187,500–$359,000
Why It Stands Out: The Director integrates leadership alignment, culture, listening, M&A integration, organizational readiness, adoption, and colleague experience. The role tracks employee feedback and culture integration, monitors adoption effectiveness, and explicitly adjusts the strategy when evidence indicates that change is not landing.
What to Pay Attention To: Communications represents a substantial portion of the remit, and much of the portfolio centers on acquisitions and integrations. Candidates should clarify the Director’s authority to influence operating-model or integration decisions themselves.
How to Position Yourself: Show an integration or transformation where listening and adoption evidence changed leadership decisions, sequencing, or organizational practices—and where you remained involved until the new organization was functioning effectively.
No. 12 – 🔥 Ready — RTI International
Senior Culture & Experience Consultant
Durham, NC | Full-time
Base salary: $180,000–$225,000
Why It Stands Out: RTI connects employee listening directly with organizational action. The Consultant uses listening sessions, focus groups, employee data, organizational insights, and research to diagnose needs and develop culture, OE, team, leader, and change interventions. Projects extend from concept through implementation, measurement, and continuous improvement.
What to Pay Attention To: The portfolio is deliberately broad, spanning listening, culture, belonging, OE, change, facilitation, and program execution. The relative emphasis may shift as organizational priorities change.
How to Position Yourself: Demonstrate a complete evidence-to-action case: employee or organizational data changed your diagnosis, the diagnosis produced a targeted intervention, and subsequent measurement led to refinement.
No. 13 – 🔥 Ready — McCormick & Company
RDQR Organizational Effectiveness Manager
Hunt Valley, MD | Full-time | Canada and UK locations may also be supported
Base salary: $102,000–$173,500, plus incentive bonus
Why It Stands Out: McCormick explicitly expects this role to reinforce change, mitigate resistance, remove barriers, hold teams accountable for adopting new behaviors and processes, define competencies, influence organizational and role design, and use operational data to redirect improvement efforts. The position connects OE, technical capability, organizational change, and continuous improvement.
What to Pay Attention To: The work is concentrated within Quality & Regulatory and R&D and includes substantial project management, competency management, standardization, and toolkit deployment.
How to Position Yourself: Show a transformation where you identified the required behaviors or capabilities, diagnosed what inhibited them, changed organizational conditions, equipped leaders to reinforce the new expectations, and tracked evidence that adoption occurred.
No. 14 – ⚠️ Proceed with Caution — Oracle
Senior Program Manager, Workforce Strategy & Organizational Effectiveness
Multiple U.S. locations | Full-time | Individual contributor
Base salary: $102,300–$209,500, potentially plus bonus and equity
Why It Stands Out: The role meaningfully shapes work through staffing models, job architecture, role definitions, career frameworks, operational playbooks, workforce readiness, governance, and process improvement across Oracle’s data-center organization.
What to Pay Attention To: Despite the OE title, the operating mechanisms are primarily standardization, documentation, governance, training support, and program management. The posting provides limited evidence of employee listening, organizational diagnosis, behavior/adoption measurement, or iterative intervention.
How to Position Yourself: Demonstrate that your workforce-architecture work solved diagnosed organizational problems rather than simply standardizing documentation. Connect structural changes to adoption, employee experience, and operational results.
No. 15 – ⚠️ Proceed with Caution — Fidelity Investments
Principal Facilitator
Smithfield, RI | On-site | Full-time | Senior Manager level
Base salary: Not stated
Why It Stands Out: This is more sophisticated than a conventional facilitator position. The Principal consults with leaders on learning needs, tailors interventions to business and team outcomes, uses evidence to influence decisions, follows up to encourage application, and measures learning effectiveness and impact.
What to Pay Attention To: The center of gravity remains Learning & Development. Fidelity categorizes the position under Training, and the posting does not establish substantial responsibility for organizational diagnosis, employee listening, organization design, change implementation, or modification of the work environment surrounding behavior.
How to Position Yourself: Emphasize facilitation that resulted in observable workplace application. Show how you diagnosed the underlying business need, designed the learning intervention accordingly, followed participants into the work environment, and measured whether behavior or performance actually changed.
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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