Manager, Corporate Communications & Employee Engagement Contractor

Job description

Explore the possibilities across our global house of brands. Defined by inclusivity rather than exclusivity, Tapestry embraces the exploration of individuality and invests in helping you grow personally and professionally. Every individual in our global house has the opportunity to make an impact, learn and be part of our growing and unique story. At Tapestry, we have the freedom to express ourselves and run with our best ideas across Coach and Kate Spade New York. We share a profound belief in both our individual and collective potential, and know that with hard work and dedication, anything is possible. Role Purpose: As a member of the APAC Brand & Growth Strategy team, this role works in a matrix organization with its mission to drive employee engagement as a strategic growth lever by building belief in Tapestry’s vision, enabling behavior change, and strengthening employee advocacy on our journey to accelerate Tapestry’s growth strategy. This role transforms internal communications into a business driver—connecting people, culture, and strategy to support Tapestry’s ambition to scale growth and brand impact in Japan. The Manager will also support corporate communications for Tapestry Japan and supports culture-building across Coach and Kate Spade, ensuring employees are informed, inspired, and activated to contribute to business growth. Key Responsibilities: Strategic Internal Communications & Storytelling Translate Tapestry’s growth strategy into clear, compelling local narratives that build belief and alignment. Develop and execute an integrated internal storytelling engine (Monthly Gatherings, Townhalls, LOOP (intranet), newsletters). Create content that simplifies strategy and reinforces “why it matters”, driving understanding → belief → action. Ensure consistency of messaging across platforms while streamlining communication channels for clarity and efficiency. Employee Engagement as a Growth Multiplier: Design and deliver engagement programs that strengthen employee pride, belonging, and advocacy. Activate high-impact initiatives including: Social Impact (Dream it Real scholarship, volunteering, inclusion initiatives) Cultural moments (Quarterly gatherings, Happy Hours, seasonal events) Employee recognition (Growth Mindset Awards) Build a culture where “employees are brand ambassadors”, linking engagement to brand and business outcomes. Culture Change & Leadership Activation: Embed a growth mindset culture through storytelling, campaigns, and supporting leadership role modeling. Partner with leadership to cascade priorities clearly and consistently and role-model desired behaviors. Support key transformation initiatives (Digital Workplace, AI) through structured change communications. Modern Communications & Content Innovation: Leverage video, visual, and digital-first content to drive engagement and clarity at scale. Optimize usage of platforms (LOOP, Teams) to enhance employee experience. Introduce new formats (fireside chats, workshops, storytelling campaigns) to increase employee participation and impact. Measurement & Continuous Improvement: Define and track engagement KPIs (Employee Engagement Survey, participation, content performance, employee listening). Establish feedback loops to continuously improve communications effectiveness. Contribute to building measurement frameworks linking engagement to business outcomes (e.g., advocacy, alignment, participation). Key Stakeholders: Employees (Corporate (and Retail in partnership with Retail Operations)) Japan, Korea and APAC Leadership Teams Global Communications & HR Cross-functional partners (HR, GPOD, IT/Tech, Facilities, Legal, Marketing &PR Teams) Social impact partners / NPOs Qualifications, Key Skills & Competencies: 4-5 years of experience in internal communications, employee engagement, community building or a related field. Strong written and verbal communication skills in Japanese and English, with the ability to tell compelling stories and pull-out clear headlines from complex information. AI-literate and tech-curious: comfortable experimenting with AI tools (e.g., Copilot, ChatGPT, Claude, Gemini) to accelerate research, drafting, and analysis, and eager to explore how emerging technologies can elevate the craft of communications. Curious learner, enjoys problem solving and can collaborate across teams Thrives in a fast-paced, high-volume communication environment while paying close attention to detail and quality Passionate about combining culture, storytelling, and social impact to create business impact Experience in content creation and implementation across formats (written, visual, digital, in-person/online events) Thinks beyond communications as execution and operate as a strategic partner to the business Understands how to turn employee engagement into a driver of brand heat and growth Informed about current news, trends and social landscape A passion for our brands Our Competencies for All Employees Courage : Doesn’t hold back anything that needs to be said; provides current, direct, complete, and “actionable” positive and corrective feedback to others; lets people know where they stand; faces up to people problems on any person or situation (not including direct reports) quickly and directly; is not afraid to take negative action when necessary. Creativity : Comes up with a lot of new and unique ideas; easily makes connections among previously unrelated notions; tends to be seen as original and value-added in brainstorming settings. Customer Focus : Is dedicated to meeting the expectations and requirements of internal and external customers; gets first-hand customer information and uses it for improvements in products and services; acts with customers in mind; establishes and maintains effective relationships with customers and gains their trust and respect. Dealing with Ambiguity : Can effectively cope with change; can shift gears comfortably; can decide and act without having the total picture; isn’t upset when things are up in the air; doesn’t have to finish things before moving on; can comfortably handle risk and uncertainty. Drive for Results : Can be counted on to exceed goals successfully; is constantly and consistently one of the top performers; very bottom-line oriented; steadfastly pushes self and others for results. Interpersonal Savvy : Relates well to all kinds of people, up, down, and sideways, inside and outside the organization; builds appropriate rapport; builds constructive and effective relationships; uses diplomacy and tact; can diffuse even high-tension situations comfortably. Learning on the Fly : Learns quickly when facing new problems; a relentless and versatile learner; open to change; analyzes both successes and failures for clues to improvement; experiments and will try anything to find solutions; enjoys the challenge of unfamiliar tasks; quickly grasps the essence and the underlying structure of anything. Our Competencies for All People Managers Strategic Agility : Sees ahead clearly; can anticipate future consequences and trends accurately; has broad knowledge and perspective; is future oriented; can articulately paint credible pictures and visions of possibilities and likelihoods; can create competitive and breakthrough strategies and plans. Developing Direct Reports and Others : Provides challenging and stretching tasks and assignments; holds frequent development discussions; is aware of each person's career goals; constructs compelling development plans and executes them; pushes people to accept developmental moves; will take on those who need help and further development; cooperates with the developmental system in the organization; is a people builder. Building Effective Teams : Blends people into teams when needed; creates strong morale and spirit in their team; shares wins and successes; fosters open dialogue; lets people finish and be responsible for their work; defines success in terms of the whole team; creates a feeling of belonging in the team. Tapestry is an equal opportunity and affirmative action employer and we pride ourselves on hiring and developing the best people. All employment decisions (including recruitment, hiring, promotion, compensation, transfer, training, discipline and termination) are based on the applicant's or employee's qualifications as they relate to the requirements of the position under the consideration. These decisions are made without regard to age, sex, sexual orientation, gender identity, genetic characteristics, race, color, creed, religion, ethnicity, national origin, alienage, citizenship, disability, marital status, military status, pregnancy, or any other legally-recognized protected basis prohibited by applicable law. Visit Tapestry, Inc .