Welcome!
Here Are the Latest Employee Listening
and Org Change Job Opportunities
Here are new opportunities and some refreshed old postings. I am pushing an AI agent to broaden the pool to include more junior-level roles and non-HR roles that would benefit from someone with a behavioral science background. 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 — Moody’s
AVP — Employee Listening (Engagement Survey & Continuous Listening)
New York, NY | Full-time
Base salary: $135,700–$196,750 + incentive compensation
Why It Stands Out: Owns the employee-listening cycle end to end, including enterprise engagement surveys, continuous listening, lifecycle and topic pulses, focus groups, executive reporting, action planning, and follow-through. The role connects engagement data with broader people and business measures and explicitly helps leaders turn feedback into visible change.
What to Pay Attention To: Survey infrastructure responsibilities are substantial, including vendor management, hierarchy preparation, dashboards, privacy reviews, Great Place to Work administration, and platform selection. Clarify the balance between technical survey operations and strategic interpretation and action.
How to Position Yourself: Show end-to-end ownership of a major listening program where survey evidence influenced executive decisions, leaders acted on the findings, and subsequent measures demonstrated whether meaningful change occurred.
No. 2 – 🔥 Ready — ExxonMobil
Organizational Design & Effectiveness Advisor – Advanced
Spring, TX | Full-time
Base salary: Not stated
Why It Stands Out: Combines organizational diagnostics, operating-model and organization design, spans and layers, role clarity, governance, decision rights, workflow improvement, team norms, change-impact assessment, resistance management, adoption tracking, and feedback loops.
What to Pay Attention To: The portfolio also includes conventional change-management activities. Clarify how much time is devoted to deep organization-design and OE work versus supporting implementation through standard OCM practices.
How to Position Yourself: Show an organizational diagnosis that led to changes in structure, workflow, governance, or decision rights and where adoption and organizational outcomes were subsequently measured.
No. 3 – 🔥 Ready — WTW
Director, Employee Experience
New York, NY | On-site / Client-facing | Full-time
Base salary: $113,000–$195,500
Why It Stands Out: Combines employee insights, surveys, listening, assessments, behavior change, change management, employee-experience technology, and consulting. The Director diagnoses client needs and converts employee evidence into measurable strategies and interventions.
What to Pay Attention To: This is also a commercial consulting role involving proposals, sales processes, cross-selling, contracting, and client development. Clarify the balance between delivery and business development.
How to Position Yourself: Demonstrate how employee evidence uncovered a business or workforce problem, influenced the intervention, and produced measurable changes in employee behavior, experience, or business outcomes.
Apply:
https://careers.wtwco.com/jobs/director-employee-experience-new-york-united-states
No. 4 – 🔥 Ready — SCA Health
Director, Culture, Engagement & Inclusion — Req. 48323
United States | Remote | Full-time
Base salary: $135,000–$185,000
Why It Stands Out: Owns enterprise culture, engagement, organizational health, inclusion, and employee listening for approximately 20,000 teammates. The role leads the EXI Survey, pulses and focus groups, translates feedback into enterprise priorities, equips leaders for action planning, measures progress, and connects culture to observable leadership behavior and performance expectations.
What to Pay Attention To: The remit is broad, spanning listening, culture, inclusion, analytics, change, and talent-system integration. Clarify available team resources and how leaders are held accountable when engagement action planning does not progress.
How to Position Yourself: Show how employee listening produced clear priorities, leaders were equipped and held accountable for action, desired behaviors were reinforced through organizational systems, and later measures demonstrated improvement.
Apply:
https://careers.sca.health/jobs/48323
No. 5 – 🔥 Ready — Vertex Pharmaceuticals
Senior Director, Innovation & Business Transformation — REQ-30047
Boston, MA | Hybrid eligible | Full-time
Base salary: $186,400–$279,600 + bonus/equity
Why It Stands Out: Owns technology-enabled operating transformation, future-state roadmaps, governance, organizational readiness, adoption, value realization, decision rights, and measurable outcomes. Success is tied not merely to launching technology but to improvements in workforce capacity, user experience, quality, and organizational effectiveness.
What to Pay Attention To: The role is highly specialized within Medical Writing Science and requires credibility in complex digital, scientific, regulatory, and AI-enabled transformation.
How to Position Yourself: Demonstrate a transformation where technology changed workflow, roles, or the operating model and where readiness, employee adoption, and business-value evidence shaped implementation.
No. 6 – 🔥 Ready — American Red Cross
Associate, Employee Experience and Employee Listening — RC92282
Remote U.S. | Full-time | Up to 10% travel
Base salary: $85,000–$95,000
Why It Stands Out: Provides hands-on experience across engagement and lifecycle surveys, Qualtrics, dashboards, workforce metrics, employee-experience analysis, recommendations, process improvement, and change-management support. With approximately three years of related experience required, it offers a strong entry point into employee listening and organizational effectiveness.
What to Pay Attention To: As an Associate role, authority over organizational interventions will naturally be more limited. Clarify how much opportunity exists to participate in interpretation, action planning, and evaluation rather than survey administration alone.
How to Position Yourself: Emphasize survey methods, data analysis, employee-experience research, clear storytelling, and examples where you helped translate employee evidence into a practical recommendation or improvement.
No. 7 – 🔥 Ready — Ancestry
VP, Talent & Organizational Effectiveness — R003482
United States | Remote / Location-flexible | Full-time
Base salary: $218,560–$273,200 + bonus/equity
Why It Stands Out: Integrates organizational effectiveness, employee listening, talent, organizational design, workforce planning, leadership effectiveness, engagement, culture, and AI-enabled ways of working. Employee insights are expected to strengthen organizational decisions and produce measurable action.
What to Pay Attention To: This is a very broad executive portfolio. Clarify team size, operating model, which domains the VP directly owns, and how competing Talent and OE priorities are balanced.
How to Position Yourself: Show how workforce and employee evidence led to changes in organization design, leadership practices, talent systems, or ways of working and how the results were measured.
Apply:
https://careers.ancestry.com/jobs/vp-talent-org-effectiveness-lehi-utah-united-states
No. 8 – 🔥 Ready — Bristol Myers Squibb
Associate Director, Organizational Effectiveness and Development — R1605555
Princeton, NJ | Hybrid / Site-by-design | Full-time
Base salary: $166,010–$201,159
Why It Stands Out: Explicitly links organizational diagnosis to interventions intended to produce positive behavior change. The portfolio includes organization design, performance improvement, change leadership, employee engagement, data-driven recommendations, organizational-development interventions, and evaluation.
What to Pay Attention To: Clarify how much authority the role has through implementation and how responsibilities are divided among OE, HR Business Partners, Talent, and business leadership.
How to Position Yourself: Use an OE example that began with diagnosis, produced a targeted organizational or leadership intervention, changed observable behavior, and generated measurable organizational results.
No. 9 – 🔥 Ready — SOLV Energy
Director, Organizational Effectiveness — J14186
San Diego, CA | Hybrid | Full-time
Base salary: $169,127–$211,409
Why It Stands Out: Owns enterprise approaches to leadership effectiveness, team effectiveness, employee engagement, performance management, and organizational health. The role leads engagement surveys and action planning, interprets workforce data, translates findings into leader action, and establishes measures of organizational impact.
What to Pay Attention To: The portfolio spans both OE and talent-oriented work. Clarify how much authority the Director has to alter organizational systems and operating practices when employee or organizational evidence points to deeper causes.
How to Position Yourself: Demonstrate how employee and organizational evidence produced a targeted intervention, changed leader or team practices, and resulted in measurable organizational improvement.
No. 10 – 🔥 Ready — Stryker
HR Organizational Enablement Manager — R576724
Remote / Hybrid / On-site depending on location | Full-time | Approximately 10% travel
Base salary: Approximately $102,600–$222,300 depending on location
Why It Stands Out: Applies organizational-effectiveness thinking to operating-model optimization, organization design and governance, M&A integration, plant-network transformation, workforce planning, talent strategy, change management, and People Analytics.
What to Pay Attention To: The work is embedded in broad HR and business transformation rather than a traditional OD function. Clarify how much of the role is devoted to organizational diagnosis and redesign versus program coordination.
How to Position Yourself: Show how organizational or workforce evidence influenced structure, governance, workforce configuration, or operating-model choices and how implementation affected performance.
No. 11 – 🔥 Ready — The Predictive Index
Staff Behavioral Scientist
United States | Remote / Westwood, MA / Hybrid | Full-time
Base salary: $170,000–$190,000
Why It Stands Out: Applied organizational psychology is the actual work. The role covers assessment science, psychometrics, team dynamics, leadership, engagement, job fit, validation studies, norm development, applied organizational research, and translation of behavioral science into products and business decisions.
What to Pay Attention To: This is a specialized behavioral-science and product role rather than broad OD or organizational-change consulting. Deep psychometric and validation expertise is essential.
How to Position Yourself: Demonstrate rigorous applied research that improved an assessment, behavioral model, organizational product, or business decision. Be prepared to explain validity evidence, psychometric quality, practical interpretation, and how research findings influenced product design.
Apply:
https://job-boards.greenhouse.io/predictiveindex/jobs/8926616002
No. 12 – 🔥 Ready — Encompass Health
Senior Organizational Effectiveness Consultant
Birmingham, AL | Home Office / On-site | Full-time
Base salary: Not stated
Why It Stands Out: Owns year-round employee listening, engagement-survey strategy, focus groups, executive consultation, action planning, reporting frameworks, and organizational-effectiveness work. The posting explicitly links engagement action to retention, leadership effectiveness, succession planning, culture, and patient satisfaction.
What to Pay Attention To: The role is consultative, so candidates should clarify what happens when leaders fail to act on findings and how much influence the Consultant retains during implementation.
How to Position Yourself: Show how survey or focus-group evidence uncovered a root cause, changed a leadership or organizational intervention, and produced measurable improvements in retention, engagement, leadership effectiveness, or customer/patient outcomes.
No. 13 – 🔥 Ready — Capgemini Invent
Organizational Purpose & Strategy Managing Consultant
Chicago / Seattle / Bellevue / New York / Dallas / San Francisco / Atlanta | Full-time | Client travel / Hub-based work
Base salary: $135,900–$265,880
Why It Stands Out: Leads transformation from strategy through execution, including stakeholder analysis, impact assessment, readiness planning, leadership alignment, workshops, feedback sessions, adoption monitoring, and course correction. Change efforts are expected to be strategically integrated and sustainable.
What to Pay Attention To: Communications, training, stakeholder engagement, and established OCM methods remain substantial. The role also appears especially oriented toward technology and operating transformations such as outsourcing, M&A, Agile delivery, ServiceNow, SuccessFactors, and ITSM.
How to Position Yourself: Use a transformation where stakeholder or employee evidence changed implementation itself. Show how you diagnosed readiness, aligned leaders, monitored adoption, changed the approach when barriers emerged, and demonstrated sustained behavior or business outcomes.
No. 14 – 🟡 Not Yet Ready — UC Santa Barbara / UCEAP
Sr. Director for People, Culture and Engagement — Job 89480
Santa Barbara / Goleta, CA | Hybrid, onsite Tuesday–Thursday | Full-time
Budgeted salary: $125,000–$180,000
Why It Stands Out: A senior people-and-culture role with responsibility for organizational design, culture, engagement, employee experience, organizational assessment, change strategy, and systems supporting hybrid and remote work. The position has significant access to senior leadership and broad organizational influence.
What to Pay Attention To: The portfolio is extremely broad and includes HR operations, compensation, benefits, succession, training, DEI, and Development and Alumni Engagement. The posting provides less evidence of a clear employee-listening-to-intervention-to-adoption cycle.
How to Position Yourself: Emphasize organizational diagnosis, culture and OE work rather than conventional HR administration. Show how employee evidence led to structural, leadership, or system changes and measurable improvements.
No. 15 – ⚠️ Proceed with Caution — Fitpoint Talent Solutions — Repeat/Repost
Executive People, Culture and Talent Coach
United States | Remote | Full-time
Base salary: $225,000
Why It Stands Out: Spans executive coaching, leadership effectiveness, culture and engagement assessment, employee experience, team effectiveness, organizational design, talent strategy, succession, onboarding, and leadership development. The Coach is expected to translate culture and engagement findings into practical action plans and progress measures.
What to Pay Attention To: The client remains confidential, and important details about the employment structure, reporting relationship, organizational context, workload, assessment methods, implementation authority, and measures of sustained change are not disclosed. Candidates should independently verify the opportunity before providing sensitive information.
How to Position Yourself: Use an executive-coaching or culture example where assessment evidence changed leadership decisions, translated into specific leadership or talent practices, and produced measurable improvements in engagement, retention, succession, team effectiveness, or performance.
Apply:
https://www.linkedin.com/jobs/view/4488198428/
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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