Welcome!
Here Are the Latest Employee Listening
and Org Change Job Opportunities
This batch produced 15 roles: 10 🔥 Ready and 5 🟡 Not Yet Ready, with no ⚠️ Proceed with Caution listings. Let me know how your search goes!
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– Paul
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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 — Barber National Institute
Organizational Development Specialist
Erie / Philadelphia / Pittsburgh, PA | Hybrid
Base salary: Not stated
Why It Stands Out: Conducts organizational assessments focused on performance, culture, and structural improvement; facilitates focus groups and cross-functional planning; leads change-management efforts around readiness; and uses data to identify gaps and measure progress.
What to Pay Attention To: Career lattices, competencies, mentoring, succession, and learning are also substantial parts of the job. Clarify how much time is devoted to broader organizational diagnosis and change versus talent-development infrastructure.
How to Position Yourself: Show an assessment that uncovered a structural, process, or cultural problem, led to a practical organizational change, and was followed with evidence showing whether it worked.
Apply:
https://www.ihirehr.com/jobs/view/545362928
No. 2 – 🔥 Ready — Northrop Grumman
Director, Organizational Effectiveness 2
Falls Church, VA / McLean, VA / Linthicum, MD / Huntsville, AL / Manhattan Beach, CA / Roy, UT | On-site | Up to 25% travel
Base salary: $190,100–$330,100
Why It Stands Out: Combines organizational-health diagnosis, organization design, operating models, spans and layers, decision rights, large-scale transformation, culture and engagement evidence, sustained behavior change, adoption measurement, and impact evaluation.
What to Pay Attention To: The remit also includes succession, leadership development, talent management, and performance management. Clarify the balance between enterprise OE consulting and broader Talent leadership.
How to Position Yourself: Use a transformation where qualitative and quantitative evidence led to organization-design or operating-model changes and where adoption and organizational outcomes were subsequently measured.
No. 3 – 🔥 Ready — Ardent Health
Sr. Program Manager — People Experience & Enablement
Brentwood, TN | On-site | Full-time
Base salary: Not stated
Why It Stands Out: Designs enterprise employee-experience solutions, identifies experience gaps, changes processes, uses employee feedback and workforce data, establishes success measures, and builds governance and accountability for implementation.
What to Pay Attention To: Much of the portfolio concerns onboarding, leader onboarding, career transitions, recognition, culture, and employee-lifecycle experiences. Clarify authority to change underlying workflows, policies, and organizational conditions.
How to Position Yourself: Show how employee evidence uncovered friction in a workforce experience, led to redesigned processes or practices, and produced measurable improvement.
Apply:
https://jobera.com/job/careers-ardenthealth-sr-program-manager-06478053/
No. 4 – 🔥 Ready — CACI
Organization Change Management Specialist
Washington, DC | Full-time | Up to 10% local travel
Base salary: $94,400–$198,200
Why It Stands Out: Conducts stakeholder, impact, readiness, and adoption-risk assessments; examines organizational, process, governance, workforce, and technology impacts; integrates OCM into the transformation plan; and tracks adoption metrics.
What to Pay Attention To: Communications, training, engagement, and workforce enablement remain prominent intervention levers. Clarify whether evidence can change underlying process, governance, technology, or operating-model design.
How to Position Yourself: Show a transformation where readiness or adoption evidence caused a concrete change in sequencing, process, governance, training, or implementation.
Apply:
https://searchcareers.caci.com/careers/job/1443153073724
No. 5 – 🔥 Ready — Confidential Employer / Recruiter Posting
Employee Research Consultant
Philadelphia, PA / Washington, DC | Hybrid | Full-time
Base salary: $150,000–$200,000
Why It Stands Out: A strong employee-listening and research role involving survey design, organizational assessments, SPSS/R analysis, regression, executive reporting, and translation of findings into actionable recommendations.
What to Pay Attention To: The employer is not identified, and the posting does not say whether the Consultant stays involved after recommendations are delivered.
How to Position Yourself: Connect rigorous survey and statistical work directly to decisions. Show how research findings changed leadership, workforce, or employee-experience strategy.
Apply:
https://www.linkedin.com/jobs/view/4485169255/
No. 6 – 🔥 Ready — Harvey — Repeat/Repost
Engagement Manager
New York, NY / San Francisco, CA | Hybrid | Full-time
Base salary: $159,200–$238,800 + equity + bonus
Why It Stands Out: Owns AI-transformation engagements end to end, redesigns processes and workflows, activates champions, identifies and clears resistance, and is explicitly measured on whether professionals genuinely work differently.
What to Pay Attention To: This is a demanding external-client transformation role. Clarify how Harvey verifies durable adoption after an engagement closes and how post-engagement evidence feeds future work.
How to Position Yourself: Show a transformation where you observed how expert professionals worked, redesigned workflow rather than merely introducing technology, removed friction, and demonstrated measurable changes in day-to-day behavior.
Apply:
https://jobs.ashbyhq.com/harvey/2faddc24-1463-4878-9b43-ec8090a39c88
No. 7 – 🔥 Ready — Capital One
Manager, Project Management – Change and Enablement for AI
Chicago, IL / McLean, VA / Plano, TX / Richmond, VA / Riverwoods, IL | Hybrid | Full-time
Base salary: $138,100–$173,400 depending on location + potential incentive compensation
Why It Stands Out: Treats AI adoption as a behavior and workflow challenge rather than merely a training rollout. It owns readiness, frontline reinforcement, experimentation, associate feedback, tool telemetry, measurement, and continuous adaptation.
What to Pay Attention To: The role sits within Learning & Knowledge, so training and communications remain substantial. Clarify authority to change AI workflows, operational processes, or technology design when evidence reveals friction.
How to Position Yourself: Show an AI or digital transformation where employee feedback and usage data revealed barriers and drove changes to workflow or implementation strategy.
Apply:
https://www.capitalonecareers.com/job/-/-/234/102655365616
No. 8 – 🔥 Ready — CGI
Organizational Change Management Consultant
Remote U.S. / Los Angeles-area client work | Hybrid expectations may apply by project | Full-time
Base salary: $70,800–$167,200
Why It Stands Out: Connects stakeholder, impact, readiness, and risk assessments to mitigation; uses champion networks and feedback; tracks readiness and adoption; addresses resistance; and links modernization to operating-model, process, role, skill, culture, governance, and service-delivery changes.
What to Pay Attention To: It still uses a substantial conventional OCM toolkit. Clarify how much authority the Consultant has to alter process, workflow, operating-model, or implementation design when evidence reveals barriers.
How to Position Yourself: Show a technology or AI transformation where stakeholder evidence changed implementation, role design, process, or operating model and produced measurable business or citizen outcomes.
No. 9 – 🔥 Ready — HCA Healthcare
Senior Organizational Design Consultant
Nashville, TN | Full-time | Days
Base salary: Not stated
Why It Stands Out: Leads organization-design strategy, operating-model transformation, governance, decision rights, roles, interfaces, workforce implications, organizational diagnostics, and enterprise methodology. It also partners with Change Management and business leaders to implement and sustain organizational change.
What to Pay Attention To: The posting is less explicit about employee listening, experimentation, adoption metrics, or post-implementation behavioral evidence.
How to Position Yourself: Use an organization-design case where diagnosis revealed a structural or operating-model problem, design options were evaluated, governance or decision rights changed, and subsequent evidence showed improved performance.
Apply:
https://careers.hcahealthcare.com/jobs/18257850-senior-organizational-design-consultant
No. 10 – 🔥 Ready — Mercury Insurance
Work Design & Innovation Manager
United States | Remote | Full-time
Base salary: $82,773–$204,439 depending on geography; California typical hiring range $137,523–$168,083
Why It Stands Out: One of the strongest roles in this batch. It owns discovery, current-state assessment, workflow redesign, AI-enabled work design, pilots, full implementation, adoption tracking, user feedback, course correction, and evidence-based decisions about what to refine, scale, or retire.
What to Pay Attention To: Because this is a new function, clarify decision rights, resourcing, and how much authority the Manager has when business leaders resist redesign.
How to Position Yourself: Show a work-redesign example where direct observation or stakeholder evidence revealed friction, you redesigned the workflow or operating model, piloted the change, measured adoption and business outcomes, and refined the intervention.
Apply:
https://www.linkedin.com/jobs/view/4469239378/
No. 11 – 🟡 Not Yet Ready — GreenState Credit Union
Senior Leadership & Org Development Specialist
Clive or North Liberty, IA | On-site | Full-time
Base salary: $90,593.36–$105,914.12
Why It Stands Out: Identifies capability gaps, supports team effectiveness and organizational readiness, uses engagement and performance measures, develops reinforcement and adoption strategies, and evaluates outcomes.
What to Pay Attention To: The center of gravity remains leadership development and L&D rather than broader organizational intervention.
How to Position Yourself: Demonstrate how leadership-development work led to observable changes in management practices and measurable organizational outcomes.
Apply:
https://www.disabledperson.com/jobs/76276930-senior-leadership-org-development-specialist
No. 12 – 🟡 Not Yet Ready — Tutor Intelligence
Organizational Effectiveness Lead
Watertown, MA | On-site | Full-time
Base salary: $140,000–$175,000
Why It Stands Out: Owns performance management, manager development, leveling, 360 feedback, pulse surveys, and values programming and supports organization design and operating-model updates.
What to Pay Attention To: The posting explicitly says the Head of People sets direction and designs the systems while this role makes them happen. That makes it more execution- and program-ownership oriented than full OE consulting.
How to Position Yourself: Show how evidence from pulse surveys, 360s, or operational observation led you to change a management practice, operating mechanism, or team intervention.
Apply:
https://www.linkedin.com/jobs/view/4485927274/
No. 13 – 🟡 Not Yet Ready — Grant Thornton — Repeat/Repost
Change Management Experienced Manager
Philadelphia, PA / Chicago, IL / New York, NY / Boston, MA / Houston, TX / Dallas, TX / San Francisco, CA | Hybrid, at least 3 days/week at office or client site | Full-time
Base salary: $147,200–$196,880 + potential discretionary bonus
Why It Stands Out: Broad exposure to leadership alignment, readiness, technology adoption, culture transformation, M&A integration, operating-model changes, and enterprise transformation.
What to Pay Attention To: The posting still does not make the evidence-to-adoption loop explicit enough for Ready. It lacks clear employee listening, resistance diagnosis tied to intervention changes, behavioral adoption measures, feedback loops, and post-implementation sustainment.
How to Position Yourself: Show a client transformation where stakeholder evidence changed the initial approach, implementation altered actual behavior, and subsequent evidence showed whether that behavior persisted.
Apply:
https://ehzq.fa.us2.oraclecloud.com/hcmUI/CandidateExperience/en/sites/CX_1/job/116242
No. 14 – 🟡 Not Yet Ready — Guidehouse
Organizational Change Management Specialist
Arlington, VA | On-site | Full-time | Up to 10% travel
Clearance: Active Secret required
Base salary: Not stated
Why It Stands Out: Assesses organizational and stakeholder impacts, coordinates mitigation, supports enterprise-wide technology and structural transitions, gathers adoption data and user feedback, and uses those insights to refine the change approach.
What to Pay Attention To: The role emphasizes support, coordination, communications, training, tracking, and governance and does not clearly own redesign of underlying processes, structures, workflows, or technology implementation.
How to Position Yourself: Show a case where adoption data or user feedback changed implementation sequencing, process, stakeholder responsibilities, or the operating approach—not merely communications or training.
Apply:
https://www.linkedin.com/jobs/view/4469195187/
No. 15 – 🟡 Not Yet Ready — LinkedIn
Transformation Specialist, Global Talent Organization
Mountain View, CA / San Francisco, CA / New York, NY / Chicago, IL | Hybrid | Full-time
Base salary: $95,000–$155,000 + potential bonus/stock
Why It Stands Out: Uses project delivery, change management, process assessment, human-centered design, measurement, retrospectives, course correction, and stakeholder advising. The role can independently lead small projects and defined workstreams.
What to Pay Attention To: The posting is explicit that the Specialist operates within defined workstreams and guidelines, with senior Transformation Managers above the role. It does not clearly own the full diagnostic-to-intervention-to-adoption cycle.
How to Position Yourself: Show how stakeholder or employee evidence changed more than a project plan—ideally altering a workflow or intervention and leading to measurable post-implementation improvement.
Apply:
https://www.linkedin.com/jobs/view/4469170737/
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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