Manager, Employee Communications

Job description

AHEAD builds platforms for digital business. By weaving together advances in cloud infrastructure, automation and analytics, and software delivery, we help enterprises deliver on the promise of digital transformation. At AHEAD, we prioritize creating a culture of belonging, where all perspectives and voices are represented, valued, respected, and heard. We create spaces to empower everyone to speak up, make change, and drive the culture at AHEAD. We are an equal opportunity employer, and do not discriminate based on an individual's race, national origin, color, gender, gender identity, gender expression, sexual orientation, religion, age, disability, marital status, or any other protected characteristic under applicable law, whether actual or perceived. ***We embrace all candidates that will contribute to the diversification and enrichment of ideas and perspectives at AHEAD.*** The Manager, Employee Communications is responsible for leading strategy and development of internal communications programs and campaigns that align AHEAD employees to the company’s strategy, priorities, initiatives, and changes in a clear and connected way. Reporting to the Senior Director, Employee Communications and Experience, this role sits within the Employee Communications and Experience function of AHEAD’s People & Culture team. The role translates business priorities into employee-facing communications that drive clarity, alignment, and activation. The Manager will develop and execute high-impact enterprise communications campaigns, leadership communications, narrative tracking, and processes that help employees receive the right information at the right time. ### Roles & Responsibilities - Partner with business leaders, transformation teams, and initiatives teams to understand current state and future goals around companywide, high-impact initiatives, enterprise priorities, organizational changes, and other business-critical efforts. - Develop and execute strategic internal communications plans to address identified needs. - Translate complex business priorities, change initiatives, and leadership direction into clear, relevant, employee-facing narratives and communications that help employees understand what is changing, why it matters, and what it means for them. - Lead narrative tracking and validation across initiatives and enterprise communications to maintain visibility into what has been communicated, how storylines are developing, and where alignment or reinforcement may be needed. - Manage organizational attention by identifying where communications may overlap, compete, or create noise, and develop approaches that create more focused and effective employee communications. - Create content including messaging, communications plans, leader toolkits, FAQs, intranet content, newsletter content, talking points, communications calendars reports, and other materials that support clarity, alignment, adoption, and engagement. - Partner with the Senior Director to support leader communications, including leadership previews, cascade materials, talking points, follow-up communications, employee-facing messaging for high-impact moments, and other leader communications enablement resources. - Support maintenance and evolution of internal crisis communications materials. - Partner with Employee Experience leads to connect communications with employee recognition, culture activation, employee storytelling, engagement moments, and community-building efforts where appropriate. - Leverage AI as a co-creator to evolve traditional approaches to Communications workflows and outputs. ### What Success Looks Like - Employees have clarity around AHEAD’s strategy, priorities, initiatives, and changes. - Communications are focused, relevant, and mindful of employee attention. - High-impact initiatives are communicated in a way that is clear, coordinated, and connected to the broader business narrative. - Business, transformation, and initiative leaders see Communications as a critical partner in translating complex topics into effective employee-facing communications. - Leaders are better equipped with timely, useful messaging and tools to support employee understanding. - Employee questions, sentiment, and feedback are used to improve communications and reinforce key messages. ### Qualifications - 7+ years of experience in internal communications, employee communications, corporate communications, change communications, or a related field. - Confidence and creativity in approach to strategic communications. - Strong writer and editor with a storytelling mindset who uses context, examples, and human relevance to bring the story to life. - Ability to translate complex business topics into clear, concise, employee-friendly communications. - Experience supporting enterprise initiatives, organizational change, leadership communications, or transformation programs. - Ability to build trusted relationships with leaders and stakeholders across functions and levels. - Experience writing for executive voices. - Strong judgment, discretion, and ability to manage sensitive or high-impact communications. - Understanding of how to communicate with different audiences and title levels across an organization. - Experience developing communications plans, leader toolkits, FAQs, intranet content, newsletters, and executive messaging. - Comfort working in a matrixed environment with multiple priorities, stakeholders, and communication channels. - Ability to use employee feedback, engagement data, channel metrics, and other insights to improve communication effectiveness. - Experience with employee communications platforms, intranet tools, AI/search tools, or digital workplace channels preferred. - Comfort and experience leveraging AI generative tools to co-create and evolve workflows and outputs.