Role Overview
The VP, Internal (Employee) Communications & HR Communications is responsible for leading the enterprise employee communications function—including all HR communications, executive employee communications, internal functional communications, culture intiatiives HUB/Intranet and Workplace TV content, and our quarterly town halls—to strengthen alignment, engagement, and trust across the organization. This leader sets the internal communications strategy, operating model, governance, and measurement framework; partners closely with People/HR, Workplace, Legal, Compliance, and senior leadership; and ensures employees receive timely, accurate, and actionable information through the right channels and formats.
This role is accountable for writing and approvals of all internal communications materials, and managing all employee communications requests while continuing to build and evolve the internal communications ecosystem (The HUB, HR comms calendar, strategic/PR announcements, organization announcements/leadership cascades, executive messaging, employee programming, town hall management, and in-office channels, elevating the employee experience and supporting a "One team” culture.
Scope & Mandate
Enterprise employee communications (owned):
· HR/People communications (total HR comms function)
· Functional/internal stakeholder communications (cross-company)
· Executive and leadership cascade communications (CEO/ELT messaging, town halls, critical updates)
· Channel strategy and governance across internal comms platforms
· Measurement, analytics, and continuous improvement to close "data gaps” in internal communications
Key Responsibilities
1) Set Internal Comms Strategy, Governance, and Operating Model
· Define and socialize the role of Internal Communications as a strategic advisor and centralized resource hub—connecting dots across the organization and improving clarity, consistency, and timing.
· Establish governance that solves common challenges: last-minute requests, initiative overlaps, over-reliance on email, and measurement gaps.
· Act as advisor and sounding board to the executive team, marketing and comms, and HR counterparts.
· Build an annual internal communications roadmap, calendar and activity plan aligned to enterprise priorities, with clear tiers (critical, operational, culture/engagement) and standards for intake, approvals, and distribution.
· Execute on internal communications and HR comms requests.
2) Own the Enterprise Internal Communications Ecosystem (Channels + Editorial)
Lead channel strategy and execution across the internal comms ecosystem, including:
· The HUB as the centralized destination for key updates, tools, and resources
· Teams and ICN Email (company-wide + local/DEI channels)
· Events & meetings (town halls, innovation series, DEI meetings)
· In-office signage and WPTVs (digital signage + printed signage) to expand beyond email and increase visibility in high-traffic areas
· Corporate emails
· Leadership cascade toolkits and manager-ready assets to drive consistency and two-way feedback
· Employee storytelling programs such as team profiles/backstories (and the resourcing/tools to scale them)
3) Lead All HR Communications (End-to-End)
Own the full HR communications portfolio—strategy through execution—for global, high-impact People initiatives, including (examples):
· Benefits, open enrollment, wellbeing and mental health programming
· Talent lifecycle comms: hiring narratives, onboarding, promotions, performance cycles, learning programs
· Culture and engagement programs (heritage months, belonging initiatives, service/giving)
· Policy/process updates and required trainings (in partnership with Compliance/Legal/Risk)
· Workplace and employee experience communications (office changes, events, safety/security updates)
· Expectation: HR communications are not "order taking.” This role advises HR leaders on message architecture, timing, audience segmentation, channel selection, and measurement—ensuring people initiatives land with clarity and credibility.
4) Manage the Communication Calendar + Quarterly Alignment Cadence
· Develop and manage an enterprise communication calendar to reduce overlaps and improve sequencing—especially across the People organization.
· Host quarterly alignment meetings with key functions to review plans, timelines, and priorities, and to deconflict major moments.
5) Executive Communications & Employee Moments That Matter
· Partner with senior leadership to translate strategy into employee-ready narratives, ensuring employees understand "what's changing, why, and what it means for me.
· Lead planning and content development for town halls and key enterprise moments, producing executive-ready scripts, run-of-show, FAQs, and manager toolkits.
· Develop internal campaigns that strengthen "One team” culture and global collaboration.
6) Change Communications, Issues, and Crisis-Ready Internal Response
· Own internal change communications for reorganizations, acquisitions, policy shifts, and urgent enterprise updates—coordinating across People, Legal, Compliance, Risk, Workplace, and Comms leadership.
· Create internal response playbooks and templates so urgent communications can be executed quickly, accurately, and consistently.
· Serve as a trusted partner to People/HR leadership, Workplace, and internal stakeholders—balancing responsiveness with governance and strategic discipline.
Qualifications
Required
· 10+ years in internal communications and/or HR communications, including enterprise-scale change communications and executive messaging.
· Demonstrated ability to build internal comms strategy, channel governance, and measurement frameworks—moving from "activity” to "outcomes.”
· Exceptional writing and editing skills; can translate complex topics into clear, employee-ready communications fast.Strong stakeholder management and sound judgment in sensitive, confidential, and compliance-aware environments.
· Experience in financial services, fintech, or similarly regulated environments.
· Experience modernizing internal comms ecosystems (HUB/intranet, Teams governance, digital signage, manager cascade).
· Familiarity with employee engagement measurement and change management methodologies.
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