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Internal Communications Executive

Salary: £26,000+

Hours: 37.5 per week/Monday-Friday

Job Type: Permanent, Fulltime

Location: Remote

Purpose of Role:

This role is accountable for the delivery of the employee communications strategy that effectively engages our people in our priorities, principles and future vision. It will require someone who can understand our business and culture, and who can develop and write outstanding messaging and deliver this through creative and impactful channels. Managing senior stakeholder relationships, including supporting the UKLT and their respective management teams the role will provide communications counsel ensuring that our employee communication adheres to our HEART principles and brand guidelines. The role will deliver best-in-class leadership communications activities using different channels and in different formats to build a credible vision for the business, equally supporting the delivery of employee experience communication as and where needed.

It will also provide employee insight to help influence communication priorities and decision-making. Supporting dialogue from UKLT, co-ordinating conversation with colleagues on relevant and meaningful topics to ensure our diverse and versatile employee body is informed about current and future developments, engaged in cross-company projects and equally can input their view into future strategies.

What you'll be doing;

• Be the ‘go to’ person for the business on employee communications to develop and drive activities that support business goals and deliver results
• Deliver employee communication campaigns, projects and events that support Bright Horizons key strategic themes, in collaboration with relevant business and communication teams
• Arm our leaders, people managers and communications network with messaging, materials and briefings that enable them to inform and mobilise employees
• Create compelling content and messages that relevant teams and their leaders want to use to engage employees about priorities and progress, aligned to our purpose, strategy and values,
• Surface compelling stories from within the wider Bright Horizons business that help drive employee engagement and support for strategy
• Communicate organisation change and transformation, in collaboration with the relevant operational teams and other communications teams (as required)
• Provide insight on employee communications and help improve the impact of communication activities
• Work collaboratively with communications colleagues across business and functions to ensure plans and messaging are aligned and implemented
• Work seamlessly and collaboratively to deliver high standard and creative employee communications plans and content
• Provide insight into the quality of employee communications delivery in the UK
• Develop strong relationships with key champions, advocates and colleagues to facilitate execution of communications plans
• Keep up-to-date with the latest employee communications research, techniques and approach, and network with peers
• Comply with Bright Horizons policies and procedures regarding the operation of services and the employment of staff, whilst actively promoting the core values of the business - HEART principles and Keeping Everyone Safe.

What you'll need;

• Proven track record in a communications role within a sizable company (ideally with a complex mix of product/services) developing and implementing compelling, engaging and authentic employee communications
• Demonstrable success in developing and implementing employee communication plans
• Proven experience in producing content across different channels, including written stories, videos and audio formats
• Exceptional writing ability, particularly in developing short, fresh content using straightforward language and for use by leaders and across multiple channels
• Experience in producing films, animations or using other creative mediums
• Tenacious and able to make difficult decisions through sound judgment and positively manage conflict
• An “ideas person” with a creative eye
• Impeccable relationship management skills and experience building strong stakeholder relationships at all levels
• Able to prioritise and reconcile competing demands and resolve complex issues,
• Ability to interpret and analyse engagement data
• Results-driven orientation, work independently and with confidence
• Ability to work under pressure in situations of time criticality
• Experience of media relations and social media would be an advantage, including writing press releases and talking points for leadership interviews (desirable)
• Experience working in roles that communicate with audiences across different geographies will be an asset (desirable)
• Experience leading communications during periods of significant change within an organisation (desirable)

We look forward to receiving your application!

If you experience any problems, please email [email protected] and we will be happy to help.

Because of the nature of this job, it will be necessary for the appropriate level of criminal record disclosure to be undertaken. Therefore, it is essential in making your application that you disclose any information requested in respect of applicable convictions and cautions (including, as applicable any reprimands or final warnings). This post may be exempt from the provisions of Section 4 (2) of the Rehabilitation of Offenders Act 1974, in which case applicants are not entitled to withhold information about convictions which for other purposes are ‘spent’ under the provision of the Act unless the conviction or caution is “protected” as defined by the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (as amended in 2013). Any such ‘protected’ conviction or caution is not subject to disclosure to employers, and cannot be taken into account. All guidance and criteria on the filtering of these cautions and convictions can be found in the DBS filtering collection, available here: https://www.gov.uk/government/collections/dbs-filtering-guidance . The fact that a pending charge, conviction, caution, reprimand or final warning has been recorded against you will not necessarily debar you from consideration for this role but any failure to disclose any such information will result in dismissal or disciplinary action.