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Insights on This List of Employee Listening
and Org Change Job Opportunities
This First Moves collection includes 15 job opportunities spanning organizational effectiveness, employee listening, and beyond. This batch closes at 10 🔥 Ready, 3 🟡 Not Yet Ready, and 2 ⚠️ Proceed with Caution ratings to judge the role’s impact on the organization.
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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 — Mineralys Therapeutics
Director, Learning & Organizational Development
United States | Remote | Full-time | Up to 10% travel
Base salary: $163,000–$190,000
Why It Stands Out: The role combines organizational metrics, employee feedback, interviews, and assessments with root-cause diagnosis, leadership and team interventions, change adoption, reinforcement, and evaluation. It treats learning and OD as mechanisms for improving organizational performance rather than simply delivering programs.
What to Pay Attention To: The portfolio still includes substantial learning and leadership-development work. Candidates should determine how much authority the Director has to alter broader organizational conditions when diagnosis points beyond development interventions.
How to Position Yourself: Show how organizational evidence changed your diagnosis and led to a targeted intervention, then demonstrate how you measured behavior or organizational impact rather than participation alone.
Apply at Mineralys Therapeutics
No. 2 – 🔥 Ready — Sprezzatura Management Consulting
Organizational Change Management Lead
United States | Remote | Full-time
Base salary: $132,000–$150,000. Current Handshake and Indeed versions describe the role as remote; another LinkedIn copy has described a hybrid Arlington, VA arrangement. Handshake
Why It Stands Out: The Lead conducts stakeholder, change-impact, and organizational-readiness assessments; identifies resistance, readiness gaps, and adoption risks; translates findings into mitigation; tracks readiness and adoption results; and adjusts the approach using stakeholder feedback.
What to Pay Attention To: Communications and training remain substantial parts of the role, and the engagement supports a specific federal financial/budget application modernization. Clarify how much freedom the Lead has to change workflows or implementation decisions when evidence reveals structural barriers.
How to Position Yourself: Use a technology transformation where readiness or stakeholder evidence caused you to change the rollout, workflow, enablement strategy, or leader actions and where you subsequently measured adoption.
View the current Sprezzatura posting
No. 3 – 🔥 Ready — BILL
Change Manager — Finance Transformation
United States | Remote | Full-time
Base salary: Zone 1 $135,300–$169,200; Zone 2 $121,800–$152,300; Zone 3 $115,100–$143,900
Why It Stands Out: This is a useful First Moves example outside the traditional HR function. The role supports Oracle Fusion Cloud and Salesforce finance transformation, conducts stakeholder and change-impact assessments, identifies specific role/process/control/policy changes, uses a change network to surface resistance, and measures readiness and adoption before and after go-live.
What to Pay Attention To: It remains a finance-transformation role, so candidates should clarify how broadly the Change Manager can influence process and work design rather than simply supporting a predetermined implementation.
How to Position Yourself: Show how frontline or stakeholder evidence exposed a process or control problem and changed the transformation plan, then connect the intervention to measurable adoption and business results.
No. 4 – 🔥 Ready — Exelon
Director, Enterprise Transformation Enablement
Chicago, IL / Washington, DC / Baltimore, MD / Philadelphia, PA | Hybrid | Full-time | Up to 25% travel
Base salary: $174,400–$239,800, plus $50,000 annual LTIP and 30% target bonus
Why It Stands Out: One of the strongest roles in the batch. It integrates employee listening, enterprise change, operating-model and organization-design governance, spans/layers, decision rights, AI-enabled work and role redesign, adoption measurement, benefit realization, ROI, change-load monitoring, and continuous improvement.
What to Pay Attention To: The remit is exceptionally broad. Clarify how decision rights are divided among this role, the Finance Transformation Office, Technology/AI, HRBPs, and operating-company leaders.
How to Position Yourself: Present an enterprise transformation where stakeholder evidence changed the organization or work itself—roles, workflows, decision rights, or human/technology task allocation—and demonstrate sustained adoption and business value.
No. 5 – 🔥 Ready — ICW Group
Sr. Manager, Organizational Change Management
San Diego, CA | Hybrid | Full-time
Base salary: $139,874–$250,377.40, plus potential bonus
Why It Stands Out: The role builds the enterprise OCM capability inside the Strategy & Transformation Office and applies it to new processes, systems, roles, policies, structures, ways of working, and operating models. It explicitly tracks readiness, adoption, utilization, proficiency, sentiment, resistance, and reinforcement.
What to Pay Attention To: ICW emphasizes formal methodology and enterprise standards. Clarify how much latitude exists to alter the transformation itself when adoption evidence identifies workflow, role, or structural barriers.
How to Position Yourself: Show a case where readiness or adoption evidence exposed a problem beyond communications or training and led you to alter the implementation or organizational conditions.
No. 6 – 🔥 Ready — ArchWell Health
Senior Analyst, Colleague Engagement and Experience
Virtual / Remote | Nashville, TN listed | Full-time
Base salary: Not stated
Why It Stands Out: This qualifies through the Employee Listening lane. The Senior Analyst owns engagement and pulse surveys end to end, analyzes patterns, develops recommendations, supports action planning and manager/HRBP results conversations, and uses follow-up feedback to improve programs.
What to Pay Attention To: The broader portfolio includes recognition, events, town halls, internal communications, and intranet governance. Determine how much of the role is devoted to substantive listening and diagnosis and whether action-plan effectiveness is measured.
How to Position Yourself: Show how employee-listening evidence changed a leadership or organizational decision and how follow-up data determined whether the response worked.
No. 7 – 🔥 Ready — AIT Worldwide Logistics
Manager, Global Change Management
Itasca, IL | On-site | Full-time
Base salary: $118,330–$177,490
Why It Stands Out: The Manager leads enterprise change from planning through implementation and reinforcement, conducts impact and readiness assessments to identify adoption barriers, and translates those findings into actionable mitigation plans.
What to Pay Attention To: The posting does not specify detailed adoption KPIs or a recurring employee-listening mechanism. Clarify how adoption is measured and whether structural barriers can lead to modifications of workflow, roles, or implementation design.
How to Position Yourself: Use a case where readiness assessment identified a barrier, changed the implementation plan, and led to demonstrable adoption after reinforcement.
View the AIT Worldwide Logistics posting
No. 8 – 🔥 Ready — Boston Children’s Hospital
Senior Program Manager, Organizational Development
Boston, MA | Part Remote/Hybrid | Full-time
Base salary: $118,081.60–$188,936.80
Why It Stands Out: The role develops enterprise team-effectiveness diagnostics and intervention models, evaluates impact, leads engagement action planning after employee surveys, helps leaders identify priorities, builds targeted improvement plans, and tracks progress.
What to Pay Attention To: Coaching, talent reviews, calibration, and facilitation are substantial parts of the portfolio. Clarify how much implementation authority remains after diagnosis and action planning.
How to Position Yourself: Connect diagnostic or survey evidence to a targeted team or organizational intervention and show how subsequent measures demonstrated improvement.
Apply at Boston Children’s Hospital
No. 9 – 🔥 Ready — Boston Scientific
Director, Transformation Change & Communications
Arden Hills, MN / Marlborough, MA | Hybrid — at least 3 days/week in office | Full-time
Base salary: $155,000–$294,500, plus potential bonus and long-term incentives
Why It Stands Out: The Enterprise Transformation Office role connects organizational redesign, operating-model transformation, productivity improvement, work redesign, employee listening, adoption and stabilization, AI/automation, leadership activation, and measurable business outcomes.
What to Pay Attention To: Communications is substantial, but clearly nested within a broader transformation mandate. Clarify whether employee evidence can alter transformation design itself rather than only the change approach.
How to Position Yourself: Use a transformation where organizational or employee evidence changed structures, work, or rollout and where behavior, productivity, or business results demonstrated the effect.
No. 10 – 🔥 Ready — Legends Global
Director, Organizational Change Management
Dallas, TX / New York, NY | Full-time | Significant travel
Base salary: $160,000–$170,000
Why It Stands Out: This role treats adoption as an operational result. It owns enterprise OCM across a transformation portfolio, defines KPIs including workaround reduction and readiness-gap closure, assesses impacts on processes, roles, controls, technology, and operating models, and monitors post-launch reversion to old routines.
What to Pay Attention To: The central question is whether the Director can alter the underlying process or operating model when evidence shows that the change itself—not the messaging—is causing resistance.
How to Position Yourself: Use an example where employees reverted to workarounds, you diagnosed why, changed the implementation or operating environment, and subsequently demonstrated sustained adoption.
No. 11 – 🟡 Not Yet Ready — Guidehouse
Organization Development Senior Consultant
Atlanta, GA | In-office/On-site | Full-time | Up to 10% travel
Base salary: Not stated
Why It Stands Out: The role includes current/future-state organization design, governance, transition planning, culture and workforce assessments, readiness and capability assessment, and leadership/team interventions.
What to Pay Attention To: The posting provides strong diagnosis and OD work but does not clearly describe an employee-listening loop, adoption or behavior measures, outcome evaluation, or iterative feedback mechanism.
How to Position Yourself: Strengthen your candidacy with examples where organizational assessment led to a structural intervention and where you subsequently measured adoption or business impact.
No. 12 – 🟡 Not Yet Ready — Everforth ECS
Culture and Engagement PMO Lead
Arlington, VA | Hybrid | Full-time
Base salary: $125,000–$145,000
Why It Stands Out: The role owns employee-engagement strategy, surveys and real-time sentiment, retention metrics, KPIs, action planning, leadership recommendations, and refinement of culture programs.
What to Pay Attention To: The intervention portfolio is weighted toward communications, recognition, events, team building, L&D, and manager enablement. Root-cause diagnosis, workflow/structure redesign, and explicit behavior-adoption measurement are not clear.
How to Position Yourself: Demonstrate how employee feedback changed leadership practices or organizational conditions rather than simply producing another engagement initiative.
No. 13 – 🟡 Not Yet Ready — Solera Senior Living
Director of Organizational Effectiveness & Transformation
United States | Remote | Full-time | Up to 25% travel
Base salary: $140,000–$170,000
Why It Stands Out: The Director owns substantive OE infrastructure including competency models, job architecture, frontline career paths, onboarding, learning strategy, workforce pipelines, and strategic people projects, while also supporting enterprise and AI-related change.
What to Pay Attention To: The posting explicitly says the Director of AI-Enabled Operations owns what changes in the workflow while this role prepares people for that change. Employee-listening, readiness diagnosis, adoption measures, and feedback-driven redesign are not clearly described.
How to Position Yourself: Show where your OE work moved beyond enablement and caused a change in roles, processes, leadership practices, or work conditions based on evidence.
No. 14 – ⚠️ Proceed with Caution — FitPoint Talent Solutions
Managing Director, Organisational Performance & Advisory
United States | Remote | Full-time
Compensation: Starting at $200,000/year
Why It Stands Out: The role has senior-level responsibility for organizational performance, operational effectiveness, leadership capability, strategy execution, process and ways-of-working improvements, governance, transformation, and measurable results.
What to Pay Attention To: The client is confidential and the description is highly generalized. It does not specify employee-listening methods, behavior/adoption measures, reinforcement, feedback loops, or even enough operating context to determine whether this is truly OD/change rather than senior operations or strategy advisory.
How to Position Yourself: Show how organizational evidence changed processes, decision-making, leadership practices, or operating methods and how implementation was adjusted when results showed the change was not taking hold.
No. 15 – ⚠️ Proceed with Caution — Forge / Emerald
Lead, Value Creation Office (VCO) and Integration Management Office (IMO)
Location/work arrangement: Not stated | Full-time
Target compensation: $175,000–$200,000 plus bonus
Why It Stands Out: The Lead will build the IMO, translate deal theses into post-close roadmaps, manage Day 1 readiness and integration, govern value-creation initiatives, drive synergy realization, and influence enterprise-wide transformation and acquisition integration.
What to Pay Attention To: The mechanism is primarily program management, M&A integration, governance, and value capture. The posting does not describe employee listening, organizational diagnosis, readiness or resistance assessment, adoption measures, reinforcement, or feedback-driven adjustment of the human side of integration.
How to Position Yourself: Use M&A cases where workforce or operational evidence changed role clarity, decision rights, leadership alignment, operating rhythms, or the integration plan—not just milestones and synergy targets.
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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