Senior Manager Internal Communications

The Senior Manager, Internal Communications develops communication plans that help employees understand organisational priorities, changes and key initiatives. The role blends strategic messaging, leadership communication, content development, channel planning and measurement. It requires strong editorial judgement, an understanding of employee audiences and the ability to coordinate sensitive or time-critical information across departments while maintaining clarity and consistency.

Key Responsibilities

• Build internal communication plans and calendars aligned with business objectives, leadership priorities and employee needs.
• Develop and edit announcements, leadership messages, presentations, newsletters, intranet content and other internal materials.
• Partner with HR, leadership and functional teams to communicate policy changes, organisational updates and major initiatives.
• Manage communication channels and review engagement feedback or metrics to improve relevance and reach.
• Provide counsel on message timing, tone and sequencing, including communications involving change or sensitive topics.

Requirements and Qualifications

• Have relevant experience in internal communications, corporate communications, employee engagement or a closely related field.
• Demonstrate excellent writing, editing and stakeholder-management skills.
• Be able to turn complex information into clear, audience-appropriate messages while protecting confidentiality.
• Manage several projects at once and maintain quality under tight deadlines.

Skills and Competencies

• Editorial planning, executive messaging, channel management, content development, stakeholder alignment and measurement.
• Discretion, judgement, organisation, adaptability and strong interpersonal skills.

Employment Details

The senior manager should maintain trust by sharing clear information at the right time and coordinating approvals appropriately. The role may require rapid response to changing business needs and collaboration across multiple functions. Exact channel ownership, team structure, employee audience size and package details should be confirmed during recruitment.

A service-focused approach also means keeping colleagues informed when dependencies change, ensuring records remain current and raising missing information early. Consistent follow-through helps prevent avoidable delays and supports dependable teamwork.