Welcome!
Here Are the Latest Employee Listening
and Org Change Job Opportunities
Celebrating this post Election Day with a short list of new roles for you. Let me know how your search goes!
Bookmark HERE for ongoing posts, and thanks for spreading the word about First Moves.
– 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 — Clinigen
Director, Organizational Effectiveness & Culture Transformation
United States | Remote | Full-time
Base salary: Not stated
Why It Stands Out: This role connects employee listening directly to organizational change. Surveys, pulse data, and qualitative insights are converted into priorities with executive ownership, while routines and processes that reinforce existing behaviors are deliberately redesigned. The role also measures adoption and behavior change and intervenes when improvements do not persist.
What to Pay Attention To: The employer’s direct Workable posting was not fully accessible during verification, so some details—including minimum experience requirements and compensation—remain unclear. Candidates should also clarify the scope of decision authority across a global organization.
How to Position Yourself: Show how listening or organizational evidence led you to identify a root cause, change an organizational routine or process, establish executive ownership, and measure whether employee or leadership behavior actually changed.
Apply:
https://apply.workable.com/clinigen/j/D3AD3A91CB
No. 2 – 🔥 Ready — USAA
Senior People Insights Consultant — R0121993
San Antonio or Plano, TX / Charlotte, NC | Hybrid | Four office days per week
Base salary: $103,450–$197,730
Why It Stands Out: A strong employee-listening and insights role. The Consultant synthesizes qualitative and quantitative workforce evidence into recommendations concerning engagement, retention, performance, and organizational effectiveness, identifies risks and opportunities across listening channels, and facilitates leadership discussions intended to produce action.
What to Pay Attention To: This is primarily an insight and consultation role rather than direct ownership of organizational interventions. Candidates should clarify how far the Consultant stays involved after recommendations are accepted and how subsequent outcomes are evaluated. No relocation assistance or visa sponsorship is offered.
How to Position Yourself: Demonstrate how you integrated multiple listening and workforce-data sources, translated complex findings into a compelling organizational diagnosis, and helped leaders make specific decisions or take measurable action.
Apply:
https://www.usaajobs.com/job/san-antonio/senior-people-insights-consultant/1207/102785710160
No. 3 – 🔥 Ready — Revolution Medicines
Director, Organizational Development Partner
Redwood City, CA | Hybrid | Full-time
Base salary: $211,000–$264,000
Why It Stands Out: Uses stakeholder interviews, data review, and facilitated assessment to diagnose organizational needs, then advises leaders on structures, roles, decision rights, operating rhythms, team effectiveness, and organizational transitions. The role also defines engagement measures, gathers stakeholder feedback, and evaluates follow-through.
What to Pay Attention To: This is an individual-contributor role supporting Research & Development. The precise hybrid attendance expectation was not verified, and candidates should clarify how much implementation authority accompanies the advisory role.
How to Position Yourself: Use an OD example where stakeholder discovery changed the initial diagnosis, led to changes in structure, roles, decision rights, or operating practices, and was followed by evidence showing whether the intervention worked.
Apply:
https://www.revmed.com/careers-list/?gh_jid=8179861003
No. 4 – 🔥 Ready — AbbVie
Director, Organizational Culture — R00150746
North Chicago, IL | Hybrid | Full-time
Base salary: $182,000–$346,000
Why It Stands Out: This senior role integrates Culture with Organizational Research, connecting employee listening and workforce insights directly to enterprise action. It goes beyond culture programming by embedding cultural expectations into operating models, incentives, leadership behavior, and performance measures.
What to Pay Attention To: The scale and seniority are substantial: 15+ years of progressive experience is requested. Candidates should clarify how decisions are divided among Culture, Organizational Research, OE, HR leadership, and business executives, as well as the required office cadence.
How to Position Yourself: Show a culture transformation where workforce evidence identified a problem, organizational systems or leadership practices were changed—not merely communications—and measurable employee, leadership, or business outcomes followed.
Apply:
https://careers.abbvie.com/en/job/director-organizational-culture-in-north-chicago-il-jid-33093
No. 5 – 🔥 Ready — Genesys
Senior Manager, Enterprise Change Management — JR112792
California / Texas / Colorado | Remote listing | Full-time
Base salary: $134,600–$236,800
Why It Stands Out: Designs integrated change experiences for employees, managers, and teams while explicitly measuring adoption, employee experience, and business outcomes. The role coaches leaders, develops enterprise change capability, and improves scalable methods and AI-enabled change workflows based on evidence.
What to Pay Attention To: Public listings conflict somewhat on location, with most describing remote work but at least one copy associating the position with Menlo Park. Candidates should verify geographic eligibility and onsite expectations directly with Genesys.
How to Position Yourself: Show an enterprise transformation where employee experience and adoption evidence caused you to modify the intervention, equip leaders differently, and improve both sustained adoption and business results.
No. 6 – 🔥 Ready — Oregon Health & Science University, Knight Cancer Institute
Director, Employee Experience & Culture — 2026-42542
Portland, OR | Hybrid, three onsite days per week | Full-time
Base salary: $139,381–$240,386
Why It Stands Out: Employee listening is directly connected to organizational diagnosis and intervention. The Director uses engagement data and qualitative feedback to identify improvement priorities, develops measurable culture and employee-experience interventions, and establishes metrics to report progress to executive leadership.
What to Pay Attention To: The position specifically serves the Knight Cancer Institute rather than the entire university. Three onsite days per week are required, with occasional evening or weekend responsibilities.
How to Position Yourself: Show how employee evidence led you beyond engagement programming to diagnose an organizational issue, design a targeted intervention, engage leaders, and demonstrate measurable improvement.
Apply:
https://careersat-ohsu.icims.com/jobs/42542/director%2C-employee-experience-%26-culture/job
No. 7 – 🔥 Ready — Atrium Health / Advocate Health
Experience Listening Strategy & Design Manager
Charlotte listing / Remote in approved U.S. states | Full-time
Base salary: $51.05–$76.60 per hour
Why It Stands Out: A dedicated enterprise-listening role responsible for listening channels, survey-platform governance, lifecycle listening and focus groups, participation and representation, feedback quality, and cross-functional preparation of employee insights for action.
What to Pay Attention To: Much of the responsibility concerns the infrastructure and governance of listening. Downstream ownership for interpreting findings, action planning, and evaluating organizational interventions is less explicit. Geographic eligibility is also restricted to specified states.
How to Position Yourself: Demonstrate both survey-method expertise and the ability to turn a listening architecture into useful organizational evidence. Show how you improved representation or feedback quality and how the resulting insights influenced leadership decisions or employee-experience actions.
No. 8 – 🔥 Ready — EisnerAmper — Repeat/Repost
Manager — Change Management, Outsourced Services
Multiple U.S. locations | Remote/Hybrid depending on location | Full-time
Base salary: Not stated
Why It Stands Out: An unusually behavior-focused change-management position. It assesses affected groups, required behavioral changes, barriers, and intervention needs; defines readiness, proficiency, behavioral adoption, and sustainability outcomes; and holds leaders accountable for reinforcement and sustained business results.
What to Pay Attention To: This role previously appeared in First Moves in September and remains available. Current location arrangements, compensation, and the active employer requisition should be confirmed before applying.
How to Position Yourself: Show a transformation where diagnostic evidence identified barriers, you designed targeted interventions, sponsors actively reinforced new behavior, and adoption and business measures demonstrated whether the change endured.
Apply:
https://builtin.com/job/manager-change-management-outsourced-services/11159622
No. 9 – 🔥 Ready — Jefferson Health / Thomas Jefferson University — Renewed Announcement
Senior Change Realization Consultant — REQ-0027292
Philadelphia, PA | Full-time
Work arrangement: Not clearly stated
Base salary: Not stated
Why It Stands Out: Designs targeted interventions, identifies resistance and change risks, uses staff feedback to modify support and education, and tracks adoption and KPIs with both qualitative and quantitative evidence. That creates a credible feedback-to-intervention-to-evaluation cycle.
What to Pay Attention To: The opening appears to predate the current search window, so this should be viewed as a renewed job-board announcement rather than a verified newly created position. Public copies also inconsistently refer to the role as a Change Realization Consultant and Change Realization Program Manager.
How to Position Yourself: Show how staff or stakeholder feedback exposed an adoption problem, how you changed the intervention rather than merely communicating more, and how subsequent evidence demonstrated improved adoption or performance.
No. 10 – 🟡 Not Yet Ready — Kyndryl
Associate Director, Organizational Change Management Consultant — R-69375
Boulder, CO / Flexible remote | Full-time
Base salary: $134,160–$254,880; California range $147,600–$305,880
Why It Stands Out: Leads significant technology-oriented organizational-change engagements, develops adoption strategies with business leaders, identifies and addresses resistance, coaches other practitioners, and advances change-management methods and tools.
What to Pay Attention To: The accessible description remains closer to conventional OCM than the strongest First Moves roles. It emphasizes adoption strategy, stakeholder consulting, resistance, communications, training, and practitioner capability but provides limited evidence of systematic employee listening, behavioral outcome measurement, experimentation, or a feedback loop that changes the intervention.
How to Position Yourself: Strengthen the case by showing work where stakeholder evidence identified a barrier, led to changes in process or implementation—not simply communications or training—and where adoption or behavioral measures demonstrated sustained change.
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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