Associate Director, People & Culture Communications

The Global Communications team is seeking an Associate Director, People & Culture Communications, to develop and execute strategic HR communications programs and campaigns that inspire, engage, inform, and align our global workforce. This role is instrumental in shaping the employee experience and culture by designing people-first communication journeys across HR programs and organizational transformation initiatives. We are looking for someone who thinks strategically, crafts compelling narratives around complex people initiatives, and is willing to roll up their sleeves to execute. The successful candidate will exercise excellent judgment, demonstrate proven experience in HR and organizational change communications with globally distributed teams, and provide results-oriented counsel to the P&C leadership. This is an advanced individual contributor role reporting to the Senior Director, Global Communications, within the Chief Impact Office, and serving as a member of the P&C leadership team.
 

Responsibilities

Strategic HR Communications Partner 

• Serve as the primary communications partner to the Chief People Officer (CPO) and a trusted advisor to P&C leadership, providing strategic counsel on how communication can shape and enable HR programs, decisions, and employee experience.

• Develop and execute multi-channel communication plans supporting key HR programs and initiatives, including performance management, total rewards and benefits, talent development, organizational design, and employee engagement.

• Translate complex HR policies, programs, and changes into clear, compelling messaging for a diverse global workforce.

• Partner with Internal Communications to align on organizational strategy messaging and integrate HR communications into the broader channel mix, ensuring a balanced cadence across email, intranet, all-hands, and other platforms.

• Lead change management communications that build leadership capability and foster collaboration across the matrixed organization.

• Advise P&C leaders on communication and rollout strategies for new programs, policies, and transformation initiatives, and train and coach P&C Partners on change communication principles, planning, and message delivery.

• Partners with Talent Acquisition and External Communications to develop and advance the organization's employer brand and employee value proposition.

Delivering Operational Excellence

• Develop presentations, briefing materials, employee messages, talking points, FAQs, toolkits, leader guides, and board-level content for P&C.

• Manage editorial calendars and content workflows to ensure timely, high-quality delivery across day-to-day and HR campaign communications.

• Lead employee listening activities, including engagement surveys, pulse checks, and feedback channels, analyze trends, and provide recommendations to P&C leaders to strengthen engagement, culture, and workforce experience.

• Coordinate global P&C staff meetings, leadership sessions, and employee engagement forums, including preparing agendas, materials, and follow-up.

• Oversee the end-to-end lifecycle of P&C policies, ensuring they are clear, compliant, and effectively communicated, and maintain the P&C SharePoint sites as engaging, user-friendly resources.

• Define success metrics tied to business outcomes, document communication playbooks, and develop reusable tools and templates that promote consistency across P&C communications.

Qualifications

Required

• 8–10 years of experience in employee, HR, or internal communications, with demonstrated success developing and executing measurable, multi-channel strategies within a global organization.

• Advanced knowledge of strategic employee communications, change communications, employee engagement, and stakeholder management, with a solid understanding of core HR programs including performance management, total rewards, talent development, and organizational design.

• Exceptional writing, editing, and storytelling skills, with a proven ability to simplify complex information into clear, engaging messages for diverse global audiences, including remote and non-desk workforces.

• Strong executive communications skills, including developing presentations, briefing materials, talking points, and board-level content for senior leaders.

• Proven ability to influence without direct authority and build effective relationships across a global, matrixed organization, adapting communication style to diverse audiences and cultural contexts.

• Ability to analyze qualitative and quantitative people-related data and translate insights into actionable recommendations.

• Strong project management skills, with the ability to manage complex initiatives, multiple stakeholders, and competing priorities in a fast-paced environment.

• Ability to balance enterprise consistency, audience needs, cultural context, confidentiality, and timing, and handle sensitive information with discretion.

• Proficiency in Microsoft Office 365; experience with internal communications platforms, CMS, or digital content creation tools is a plus.

• Bachelor’s degree or its international equivalent in Communications, Human Resources, Organizational Development, Change Management, or related field.

Preferred

• Experience working in complex, global, matrixed, nonprofit, NGO, INGO, or mission-driven organizations.

• Experience supporting large-scale organizational change communications in a global, distributed environment.

• Experience coordinating communications across multiple stakeholder groups, functions, countries, or regions.

• Experience coaching or training P&C partners, leaders, or internal stakeholders in communication planning, change communication, or stakeholder engagement.

• Familiarity with HR technology platforms and HRIS communications.

• Relevant professional certification in HR, communications, or change management.

The expected US Based hiring salary range for this role is listed below. FHI 360 pay ranges represent national averages that vary by geographic location. When determining an offer amount, FHI 360 factors in multiple considerations, including but not limited to: relevant years of experience and education possessed by the applicant, internal equity, business sector, and budget. For internal candidates, salary placement will also follow FHI 360’s current promotional increase guidelines. Final compensation will be determined in accordance with applicable law and FHI 360 policy.

Base salary is only one component of our offer. FHI 360 contributes 7% of monthly base pay to a money purchase pension plan account. Additionally, all US based staff working full-time, which is calculated at 40 hours/week, receive 18 days of paid vacation per year, 12 sick days per year, and 11 holidays per year. Paid time off is reduced pro rata for employees working less than a full-time schedule. 

US Based Hiring Salary Range: USD 100,000 - 130,000 annually

#LI-DNI

This job posting summarizes the main duties of the job. It neither prescribes nor restricts the exact tasks that may be assigned to carry out these duties. This document should not be construed in any way to represent a contract of employment. Management reserves the right to review and revise this document at any time.

FHI 360 is an equal opportunity and affirmative action employer whereby we do not engage in practices that discriminate against any person employed or seeking employment based on race, color, religion, sex, sexual orientation, gender identity, national or ethnic origin, age, marital status, physical or mental disability, protected Veteran status, or any other characteristic protected under applicable law.

Our values and commitments to safeguarding: FHI 360 is committed to preventing any type of abuse, exploitation and harassment in our work environments and programs, including sexual abuse, exploitation and harassment. FHI 360 takes steps to safeguard the welfare of everyone who engages with our organization and programs and requires that all personnel, including staff members and volunteers, share this commitment and sign our code of conduct. All offers of employment will be subject to appropriate screening checks, including reference, criminal record and terrorism finance checks. FHI 360 also participates in the Inter-Agency Misconduct Disclosure Scheme (MDS), facilitated by the Steering Committee for Humanitarian Response. In line with the MDS, we will request information from job applicants’ previous employers about any substantiated findings of sexual abuse, exploitation and/or harassment during the applicant’s tenure with previous employers. By applying, job applicants confirm their understanding of these recruitment procedures and consent to these screening checks.

FHI 360 will consider for employment all qualified applicants, including those with criminal histories, in a manner consistent with the requirements of applicable state and local laws.

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FHI 360 fosters the strength and health of its workforce through a competitive benefits package, professional development and policies and programs that support a healthy work/life balance. Join our global workforce to make a positive difference for others — and yourself.

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