Welcome!
Here Are the Latest Employee Listening
and Org Change Job Opportunities
This batch produced 15 roles: 9 🔥 Ready and 6 🟡 Not Yet Ready, with no ⚠️ Proceed with Caution listings. The strongest postings combine organizational diagnosis or employee listening with meaningful intervention authority, adoption, measurement, and course correction. Several of the Not Yet Ready roles are still attractive opportunities, but their postings emphasize learning, communications, talent programs, or conventional OCM delivery without clearly establishing the full evidence-to-sustained-change cycle.
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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 — Thrivent
Organizational Development Consultant
Minneapolis, MN / Remote within U.S. | Full-time
Base salary: $109,268–$147,832
Why It Stands Out: This is an unusually complete organizational-effectiveness role. The Consultant diagnoses root causes, works across organization design, structure, work design, roles, governance, decision rights, and operating models, integrates readiness and adoption into implementation, and establishes behavioral and business success measures up front. Evidence and feedback are expected to shape interventions and monitor whether changes remain effective.
What to Pay Attention To: The Consultant sometimes equips leaders and HR partners to execute the work, so candidates should clarify how long the role stays involved through implementation and sustainment.
How to Position Yourself: Show an engagement where diagnosis changed the original problem definition, led to a structural or operating-model intervention, and continued through adoption, measurement, and adjustment.
Apply:
https://careers.thrivent.com/jobs/48747/organizational-development-consultant/
No. 2 – 🔥 Ready — Oracle
Oracle Health Senior Organizational Change Consultant
United States | Full-time | Up to 85% travel
Base salary: $71,200–$166,100 + potential bonus/equity
Why It Stands Out: The role uses interviews, observation, informal discussions, readiness assessment, and resistance analysis to understand culture, barriers, and local conditions. Those findings inform localized adoption strategies, success measures, implementation, and sustainment for major healthcare technology transformations.
What to Pay Attention To: The underlying federal EHR transformation is predetermined. Clarify whether the Consultant can alter workflows or implementation design when evidence reveals systemic barriers, or primarily adjusts adoption tactics around an established solution.
How to Position Yourself: Show how interviews, observation, readiness evidence, or resistance patterns changed a rollout or intervention and how adoption was subsequently measured.
No. 3 – 🔥 Ready — Navaide
Organizational Change Management (OCM) Lead
Arlington, VA / Washington, DC Metro | Full-time
Base salary: $120,000–$160,000
Why It Stands Out: This role goes well beyond communications-led OCM. Its scope includes organizational restructuring, operating-model redesign, business-process transformation, workforce assessment and transition, organization design, role alignment, technology adoption, strategic workforce planning, and measurement of readiness, organizational effectiveness, adoption, and transformation outcomes.
What to Pay Attention To: This is federal consulting work supporting the U.S. Navy. A Secret clearance is required or must be obtainable, and some implementation choices may be constrained by the client or program environment.
How to Position Yourself: Show how workforce or organizational evidence changed roles, processes, an operating model, or an implementation plan—and how readiness or adoption measures demonstrated the effect.
Apply:
https://navaide.breezy.hr/p/3f9422aa7f55-organizational-change-management-ocm-lead
No. 4 – 🔥 Ready — Confidential Consumer Technology Client
Senior Program Manager, Employee Experience
United States | Remote | Full-time
Base salary: $143,800–$194,600
Why It Stands Out: The role combines organizational research and experimentation with AI and technology adoption, strategy ownership, program execution, analytics, and explicit success measures. It owns multiple initiatives intended to improve how employees work, collaborate, and adopt new tools, creating a credible research-to-intervention-to-adoption cycle.
What to Pay Attention To: The client is unnamed and the posting is relatively brief. Clarify whether the role can redesign workflows and organizational conditions when research identifies friction or whether it primarily recommends changes that others must implement.
How to Position Yourself: Use an AI or workplace-technology example where employee research identified a barrier, alternatives were tested, the workflow or enablement approach changed, and adoption or behavior improved.
Apply:
https://www.linkedin.com/jobs/view/4481449193/
No. 5 – 🔥 Ready — Citizens
Development Consultant
Johnston, RI / Westwood, MA / New York, NY | Full-time
Base salary: $164,000–$214,000 + potential incentive compensation
Why It Stands Out: The role sits inside a multi-year transformation of Citizens’ branch network and frontline operating model. It conducts assessments of structure, culture, skills, and processes; designs solutions from those findings; leads large-scale change and adoption; works across operating model, roles, talent enablement, colleague experience, and tools; and uses data to evaluate effectiveness and continuously improve interventions. Its explicit test-and-learn orientation strengthens the fit.
What to Pay Attention To: The portfolio also contains substantial talent-management and training work. Clarify how much direct authority the Consultant has over operating-model and role changes versus advising business owners, and how frontline adoption is measured beyond program effectiveness.
How to Position Yourself: Lead with a transformation where organizational assessment exposed structural, cultural, or workflow barriers; show how those findings changed roles, processes, leader behavior, or implementation strategy; and demonstrate how adoption was measured and the intervention adjusted.
Apply:
https://jobs.citizensbank.com/job/-/-/288/98603993136
No. 6 – 🔥 Ready — Estée Lauder Companies
Director, Engagement Partner, Org Effectiveness COE
Long Island City, NY | Full-time
Base salary: Not stated
Why It Stands Out: This is substantive organizational-effectiveness consulting rather than talent-program delivery. The Director works on organization design, operating models, workforce planning, and transformation using structured hypotheses, analytics, scenario modeling, option evaluation, and stakeholder evidence. The role then helps move recommendations into execution through HRBPs and People Experience teams so new structures and operating models are implemented and sustainably adopted.
What to Pay Attention To: The role supports Engagement Leads rather than appearing to own every engagement. Sustainable adoption is named, but readiness, behavioral-adoption, and post-implementation outcome measures are not described in much detail.
How to Position Yourself: Use an engagement where organizational and stakeholder evidence showed that structure, roles, governance, or the operating model needed to change. Demonstrate how you evaluated alternatives, influenced the decision, helped implement the new design, and assessed whether it improved organizational performance.
Apply:
https://careers.elcompanies.com/careers/job/1168274684152
No. 7 – 🔥 Ready — Dana-Farber Cancer Institute
Organizational Change Management Director
Brookline, MA | Hybrid, 2–3 days onsite/week | Full-time
Base salary: $188,900–$204,000
Why It Stands Out: The Director owns Dana-Farber’s enterprise approach to change across clinical, operational, process, technology, policy, and people initiatives. The posting explicitly integrates readiness, stakeholder impacts, adoption risks, behavior change, leadership capability, sustainment, benefits realization, feedback, analytics, and continuous improvement. The role also leads the OCM Center of Excellence and embeds change into transformation governance.
What to Pay Attention To: With broad portfolio and governance responsibility, clarify how much direct intervention ownership remains with the Director versus individual program teams. Also determine whether adoption evidence can influence underlying clinical or operational designs rather than only trigger additional change support.
How to Position Yourself: Show a complex transformation where readiness or stakeholder evidence exposed a barrier, changed implementation or operating design, and was followed through sustained adoption and measurable organizational or clinical outcomes.
No. 8 – 🔥 Ready — First Tech
Senior Director, Change Management
Marlborough, MA / Hillsboro, OR | Hybrid | Full-time
Base salary: $146,500–$176,000
Why It Stands Out: This role owns end-to-end change management for complex merger integration and enterprise transformation. It reviews business and technology plans for readiness, identifies employee and member impacts, surfaces gaps, drives course correction, manages sequencing and cadence, uses change-impact assessments, tracks KPIs, applies process-improvement methods, and mobilizes change champions.
What to Pay Attention To: The posting combines strategic change leadership with substantial project and portfolio governance, including RAID logs, budget, vendor issues, regulatory dependencies, and EPMO responsibilities. Clarify the balance between organizational-change design and enterprise project integration.
How to Position Yourself: Use a merger or enterprise-transformation case where readiness evidence revealed a gap, changed sequencing or design, and led to measurable improvement in adoption, behavior, or operational performance.
Apply:
https://firsttechfedcareers.ttcportals.com/jobs/18389370-senior-director-change-management
No. 9 – 🔥 Ready — Duke Health
Director, Culture, Belonging and Employee Engagement
Durham, NC | Full-time
Base salary: Not stated
Why It Stands Out: This role owns a genuine enterprise listening-to-action system. It directs engagement surveys, pulse surveys, focus groups, listening sessions, and other qualitative and quantitative feedback methods; ensures underheard groups are represented; translates findings into action plans; creates accountability for responding to feedback; and uses KPIs and workforce data to guide continuous improvement. It also connects that evidence to culture initiatives, desired behaviors, recognition, affinity groups, and leader consultation.
What to Pay Attention To: The portfolio is broad and includes belonging, affinity groups, recognition, culture campaigns, and employee-experience programming. Clarify the Director’s authority when listening evidence identifies structural, workflow, leadership, or policy problems that require action outside the Employee Experience portfolio.
How to Position Yourself: Use an example where employee listening identified a cultural or leadership problem, led to a targeted intervention or organizational-practice change, and was followed with action-plan accountability and measurable improvement.
🟡 Not Yet Ready
No. 10 – 🟡 Not Yet Ready — Worcester Polytechnic Institute
Assistant Director, Learning & Development
Worcester, MA | Hybrid | Full-time
Base salary: $71,800–$90,000
Why It Stands Out: The role is more analytical than many L&D positions, incorporating needs assessments, gap analyses, engagement and pulse surveys, program evaluation, manager effectiveness, talent, team effectiveness, and change support.
What to Pay Attention To: Its center of gravity remains learning-program design, facilitation, LMS administration, onboarding, compliance training, and development programming. The posting does not establish authority to turn employee evidence into broader organizational interventions or sustained behavior adoption.
How to Position Yourself: Show how an L&D effort began with organizational evidence and ultimately changed manager or team behavior and performance—not simply participation or program satisfaction.
Apply:
https://www.teamedforlearning.com/job-v2/assistant-director-learning-development/
No. 11 – 🟡 Not Yet Ready — USAA
Talent Partner
United States | Remote eligible; employees within 60 miles of a USAA office expected onsite 4 days/week | Full-time
Base salary: Starting at $164,780; upper bound not clearly stated in the supplied posting
Why It Stands Out: USAA explicitly describes the role as more than program deployment. It diagnoses before solving, co-creates talent strategy, monitors performance and talent-risk indicators, shapes culture activation, and owns solutions intended to produce sustained outcomes.
What to Pay Attention To: The responsibilities lean toward talent reviews, succession, culture, and talent strategy. The posting does not explicitly describe employee-listening methods, organizational-design implementation, adoption measures, or a recurring feedback-to-intervention loop.
How to Position Yourself: Show how evidence led beyond talent programs into changes in organizational structure, leader practice, team behavior, or operating conditions—and how those changes were measured over time.
Apply:
https://www.usaajobs.com/job/san-antonio/talent-partner/1207/102223089632
No. 12 – 🟡 Not Yet Ready — Ladders / Confidential Technical Services Client
Senior Workforce Experience Consulting Manager
United States | Remote | Full-time
Base salary: $150,000–$180,000
Why It Stands Out: The role has substantial enterprise reach through C-suite advisory, workforce transformation, learning and adoption strategy, cross-functional delivery, team coaching, and responsibility for converting engagement learning into reusable methods.
What to Pay Attention To: The mechanisms remain vague. There is no explicit employee or stakeholder listening process, readiness or resistance diagnosis, behavioral-adoption measurement, or feedback loop showing how evidence changes interventions. Consultative sales and resource-planning responsibilities may also consume a significant portion of the role.
How to Position Yourself: Show a consulting engagement where workforce or stakeholder evidence altered the transformation strategy, adoption was measured behaviorally rather than through participation alone, and the intervention was adjusted based on results.
Apply:
https://www.linkedin.com/jobs/view/4481434859/
No. 13 – 🟡 Not Yet Ready — BerryDunn
Organizational Change Management (OCM) Senior Consultant
United States | Remote; possible office locations in Portland, ME; Charleston, WV; San Juan, PR; or Phoenix, AZ | Full-time | ~25% travel
Base salary: $115,000–$135,000
Why It Stands Out: The role provides meaningful OCM consulting in a complex Medicaid technology-transformation environment. It develops surveys and assessments, works across client and vendor stakeholders, facilitates meetings, mentors team members, and helps state Medicaid agencies align people and processes with MES transformation.
What to Pay Attention To: The posting is stronger on OCM delivery and project execution than on deeper behavior-change mechanisms. It does not clearly explain how findings change interventions or specify behavioral-adoption measures, resistance diagnosis, reinforcement, experimentation, sustainment, or feedback-driven course correction.
How to Position Yourself: Show how readiness or stakeholder evidence caused you to change a technology implementation or adoption strategy, how you diagnosed resistance beyond communications gaps, and how you measured whether people actually changed their work practices.
No. 14 – 🟡 Not Yet Ready — Advocate Health
Director, People Connections
Remote | Full-time | Some planned travel
Pay range: $75.40–$120.65/hour
Why It Stands Out: This senior enterprise role has substantial exposure to transformation, M&A, workforce initiatives, operating-model evolution, executive leadership, and People & Culture strategy. It also defines success measures and uses data, feedback, and insights to improve communications and activation.
What to Pay Attention To: The core mechanism remains communications and activation. The role leads messaging, executive communications, storytelling, town halls, roadshows, leader toolkits, and engagement plans but does not clearly own organizational diagnosis, workflow or role redesign, readiness/resistance assessment, adoption measures, reinforcement, or sustained behavior-change interventions.
How to Position Yourself: Show a transformation where communications were only one component of the intervention. Demonstrate how employee or stakeholder feedback changed the strategy, leaders reinforced new practices, and communications measures were connected to observable adoption or behavior.
Apply:
https://aah.wd5.myworkdayjobs.com/External/job/Remote/Director–People-Connections_R275383
No. 15 – 🟡 Not Yet Ready — TikTok USDS JV
Organizational Effectiveness & Organizational Culture Partner
New York, NY | On-site, up to 5 days/week | Full-time
Base salary: $124,800–$228,000 + potential bonus/incentives and RSUs
Why It Stands Out: There is genuine organizational-effectiveness content: team-needs diagnosis, manager enablement, team interventions, engagement surveys, workforce planning, HR metrics, stakeholder feedback, rollout readiness, adoption tracking, reinforcement, talent-density initiatives, and co-location strategy.
What to Pay Attention To: The wording repeatedly places the role in a support and coordination position. It supports design and change activities, coordinates programs, maintains dashboards, tracks risks, and escalates issues. Although adoption and reinforcement are included, the posting does not give the role clear authority over underlying organizational design, intervention strategy, or sustained behavior change.
How to Position Yourself: Show a case where data and stakeholder feedback did more than generate recommendations—where they changed a people process, team intervention, operating mechanism, or rollout approach and subsequent adoption evidence led to further adjustment.
Apply:
https://www.linkedin.com/jobs/view/4483339749/
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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