Associate People & Culture Communications Director

The Associate People & Culture Communications Director serves as the primary communications lead for the People & Culture (P&C) function. Reporting to the Chief People Officer (CPO), this role develops and executes communication, engagement, and change communication strategies that support, P&C initiatives, employee engagement, and workforce-related change efforts across the organization.

Working in close partnership with Corporate Communications, this role ensures alignment between enterprise messaging, business strategy, leadership priorities, and P&C communications. The Associate Director serves as a key liaison between P&C and Corporate Communications, translating organizational priorities into clear, people-focused communications that support employee understanding, engagement, and successful implementation of organizational change. This is an advanced individual contributor role that advises P&C leaders on complex communication and engagement matters, develops executive and employee communications on behalf of the CPO, supports employee listening initiatives, and builds change communication capability across the P&C Partner community.

RESPONSIBILITIES / DUTIES

Complexity & Problem Solving:

• Develops, refines, and implements complex communication, engagement, and change communication approaches that support P&C priorities and organizational initiatives. Works on issues where analysis of audience needs, stakeholder perspectives, organizational context, communication channels, timing, culture, and change impacts is required to determine the most effective approach.

• Exercises judgment in selecting communication methods, adapting messaging for broad and diverse audiences, evaluating risks, and recommending solutions that improve clarity, alignment, engagement, and adoption. Applies advanced communication, employee engagement, and change management expertise to support leaders through sensitive, complex, or high-impact workforce initiatives.

Key responsibilities include:

• Develops and executes communication plans that support P&C priorities, programs, policies, and initiatives.

• Partners closely with Corporate Communications to align P&C messaging with organizational strategy, enterprise communications, leadership priorities, and employee-facing messaging.

• Serves as the primary point of coordination between P&C and Corporate Communications on workforce-related communications and change initiatives.

• Translates organizational priorities, P&C strategies, and leadership messages into clear, effective communications for global employee audiences.

• Creates communication materials, talking points, presentations, FAQs, toolkits, leader guides, and messaging for key P&C initiatives.

• Leads development and coordination of communications on behalf of the Chief People Officer.

• Develops presentations, briefing materials, employee messages, leadership communications, and board-related content for the CPO and P&C leadership.

• Supports preparation for organizational forums, leadership meetings, employee meetings, and executive presentations.

• Advises P&C leaders on communication and rollout strategies for new programs, policies, organizational changes, and transformation initiatives.

• Partners with Corporate Communications to support implementation of enterprise change management and communication strategies.

• Develops tools, templates, and communication resources that enable effective change adoption.

• Trains and coaches P&C Partners on change communication principles, stakeholder engagement, communication planning, and message delivery.

• Supports P&C Partners in translating enterprise messages into meaningful communications for leaders and employees.

• Leads employees listening activities, including employee surveys, pulse checks, feedback channels, and action-planning support.

• Analyzes employee feedback trends and provides recommendations for P&C leaders to  strengthen employee engagement, organizational culture, and workforce experience.

• Partners with P&C leaders to ensure employee feedback informs organizational decision-making and workforce initiatives.

• Leads employee wellbeing communications, engagement initiatives, and related vendor partnerships.

• Coordinates employee wellbeing events, campaigns, and communications that support awareness and utilization of available resources and benefits.

• Partners with Talent Acquisition to develop and advance the organization's employer brand and employee value proposition. Coordinates global P&C staff meetings, leadership sessions, employee engagement forums, and related communications.

• Develops meeting agendas, presentation materials, communication plans, and follow-up materials to support participation, clarity, and impact.

• Supports knowledge-sharing, communication standards, and reusable tools that strengthen consistency across P&C communications.

• Oversees the end-to-end lifecycle of People & Culture policies, including development, review, approval, publication, communication, and maintenance. Ensure policies are clear, compliant, easily accessible, and effectively communicated to employees and managers, partnering closely with Corporate Communications and key stakeholders to drive understanding and adoption.

• Oversees the administration, governance, and continuous enhancement of the People & Culture SharePoint and Connect sites, creating an engaging and user-friendly experience, that supports employee communication, knowledge sharing, and access to key resources.

Discretion & Impact:

• Exercises independent judgment in developing communication strategies, selecting methods, evaluating alternatives, adapting messages, and advising leaders on complex communication and engagement matters. Work is generally reviewed upon completion and measured against departmental objectives, communication effectiveness, stakeholder alignment, and successful implementation of assigned initiatives.

• This role impacts employee understanding, engagement, trust, and adoption of P&C programs and organizational change initiatives. Recommendations may influence how P&C leaders communicate with employees, how P&C Partners support change, and how workforce-related messages are aligned with enterprise communications.

• Errors may affect message clarity, employee experience, stakeholder alignment, change adoption, leadership credibility, or the timely implementation of P&C initiatives.

Collaboration & Interaction:

• Works closely with the Chief People Officer, P&C leadership, P&C Partners, Corporate Communications, executive stakeholders, and other internal partners to develop and deliver effective communications. Builds relationships with key contacts outside the immediate area of expertise and adapts communication style to different audiences, including employees, leaders, P&C professionals, executives, and global stakeholders.

• Advises P&C leaders and P&C Partners on complex communication, engagement, and change-related matters. Uses influence, facilitation, and persuasion to align stakeholders, clarify messages, support consistent delivery, and strengthen communication practices across the organization.

• Partners with Corporate Communications to ensure workforce-related messages are aligned with enterprise communication standards, organizational strategy, and leadership priorities.

• This is an individual contributor role and does not have direct people management responsibility. Leads assigned communication, engagement, employee listening, and change communication workstreams within defined objectives, timelines, and priorities.

• Provides functional guidance, coaching, and support to P&C Partners, P&C leaders, and matrixed contributors on communication planning, stakeholder engagement, message development, and change communication practices.

• Coordinates tasks, timelines, deliverables, and stakeholder input to support successful completion of P&C communication and engagement priorities.

• Reports to the Chief People Officer.

• Embraces other duties as assigned, contributing to the team’s multifaceted and evolving responsibilities.

QUALIFICATIONS

Knowledge & Skills:

• Advanced knowledge of strategic communications, employee communications, P&C communications, change communications, employee engagement, and stakeholder management.

• Strong understanding of how People & Culture strategies, organizational priorities, communication planning, and employee engagement practices support workforce alignment and organizational execution.

• Ability to develop complex communication plans, messaging frameworks, engagement strategies, tools, templates, and executive communications.

• Ability to analyze communication needs, employee feedback, organizational context, stakeholder perspectives, and change impacts to recommend effective communication approaches.

• Strong executive communication skills, including the ability to develop messages, presentations, briefing materials, talking points, and board-related content for senior leaders.

• Strong writing, editing, verbal communication, presentation, and facilitation skills.

• Ability to advise senior leaders and P&C Partners on complex communication, engagement, and change management matters.

• Ability to influence without direct authority and build effective relationships across a global, matrixed organization.

• Strong project management and organizational skills, including the ability to manage multiple priorities, timelines, stakeholders, and deliverables.

• Ability to design and support employee listening activities, analyze feedback trends, and translate findings into actionable recommendations.

• Ability to balance enterprise consistency, audience needs, cultural context, confidentiality, timing, and practical implementation requirements.

• Strong global and cultural awareness.

• Ability to handle sensitive and confidential information with discretion.

• Must be able to read, write, and speak fluent English.

Minimum Qualifications:

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

• 8+ years of relevant experience in communications, employee engagement, change management, P&C communications, organizational communications, or a related discipline; or 5 years of related experience with a Master’s degree; or 2 years of related experience with a PhD; or an equivalent combination of relevant education and experience sufficient to perform the key responsibilities of the role.

• Prior experience developing communications for People & Culture, Human Resources, employee engagement, organizational change, transformation, or workforce initiatives.

• Experience developing communication plans, engagement strategies, change communication tools, templates, presentations, FAQs, talking points, and leader materials.

• Demonstrated experience supporting executive leaders and developing executive-level communications.

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

• Experience supporting employee listening strategies, surveys, pulse checks, feedback analysis, and action-planning processes.

Preferred Qualifications:

• Master’s degree or international equivalent in Communications, Human Resources, Organizational Development, Business Administration, Change Management, or a related field.

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

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

• Relevant certification in change management, communication, employee engagement, project management, or related discipline.

TRAVEL

• Travel may be required based on business needs.

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 95,000 - 125,000 annually

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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