Internal Communications Manager (6 month contract, remote)

The Opportunity

At 1,500 people across a global workforce, alignment doesn't happen by accident — it's built. Employees who understand where the company is headed, why it matters, and how their work connects to that mission are more engaged, more effective, and less likely to walk out the door.

For six months, you'll be the architect of that alignment — partnering directly with executive leadership to design a communications engine that is clear, consistent, and worth people's time. This isn't newsletter management. It's organisational performance.

This role is for someone who enjoys combining strategic thinking with hands-on delivery. You'll be equally comfortable shaping the strategy and rolling up your sleeves to execute it — including the day-to-day work that keeps everything running. If you thrive at both ends of that spectrum, this is your role.

What You'll Do

Strategy & Planning

• Develop and implement a comprehensive internal communications strategy and plan that ensures everyone at QAD understands the firm's vision, goals, plans, and key achievements — and feels genuinely connected to them.

• Build and manage a 30–90 day editorial calendar that brings discipline, predictability, and intentionality to how information travels across the company.

• Work closely with leaders across the business to design and roll out communications programmes that support group, office, departmental, and functional business plans.

• Partner cross-functionally with Marketing, Product, Legal, Investor Relations, Public Affairs, Customer, and People teams to ensure internal communications are tightly aligned with business priorities — and that nothing important falls through the cracks.

• Champion the use of AI and emerging technologies to sharpen insight, drive efficiency, and raise the bar on communications effectiveness across the organisation.

Executive & Leadership Communications

• Ghost-write executive communications — strategic memos, all-staff announcements, and video scripts — in an authentic leadership voice, with the credibility and judgment to push back when the message isn't ready.

• Partner with the CPO and executive team to connect employees to business strategy, product milestones, customer wins, and organisational change — not just HR updates.

• Build a repeatable manager cascade system — toolkits, talking points, and FAQs — so people managers can communicate company updates confidently and consistently, before the rumour mill does it for them.

Channels, Tools & Infrastructure

• Audit our current internal channels — Google Chat, QAD Connect/intranet, email — and fix what's broken: too much noise, too little signal, information that's impossible to find.

• Leverage existing tools and build new ones — intranet, webinars, town halls, and beyond — to create a communications infrastructure that is modern, scalable, and genuinely useful.

• Establish clear publishing standards so the right message reaches the right people through the right channel, every time.

Town Halls & Events

• Own the end-to-end all-hands experience: agenda, narrative arc, slide deck, speaker coaching, live facilitation, and post-event follow-through.

• Rebuild the all-hands from the ground up — make it something employees genuinely look forward to: interactive, informative, and worth every minute.

Culture, People & Campaigns

• Lead communications for key people initiatives: benefits, performance cycles, talent programmes, recognition campaigns, and the cultural moments that keep a distributed workforce connected.

• Lead the communications strategy for QAD's CSR, DE&I, Wellbeing, and Alumni initiatives — ensuring these programmes have a clear, consistent, and compelling voice.

Lasting Infrastructure

• Leave behind more than work products. Build the playbooks, templates, and governance guidelines that keep the communications rhythm you establish running long after your contract ends.

What Success Looks Like

By the end of six months, you will have:

• Delivered a documented communications audit and a fully functioning editorial calendar.

• Produced at least two high-quality all-hands events with measurably improved attendance and employee sentiment.

• Built and launched a manager cascade toolkit used consistently across the organisation.

• Reorganised the intranet and Slack so employees can find what they need without asking twice.

• Embedded AI tools into the communications workflow in ways that demonstrably improve speed and quality.

• Created handoff documentation and templates a future communications hire can execute from day one.

Who You Are

An experienced communications leader: You have significant experience leading global communications at scale — and a track record that speaks for itself.

A strong storyteller and reputation builder: You know how to shape compelling narratives that strengthen brand perception and create genuine connection across a global workforce.

AI-curious and future-focused: You're excited by how AI and technology can modernise communications, sharpen impact, and open up new possibilities for how organisations engage their people.

Experienced both agency-side and in-house: You bring a balanced perspective across strategy, storytelling, and execution — comfortable operating at altitude and in the detail.

A leader who creates clarity and culture: You build environments where people know what's expected, feel accountable, and genuinely want to do great work together.

Commercially minded and pragmatic: You know how to drive measurable results with focused investment and sharp prioritisation. You don't chase perfection at the expense of progress.

An exceptional communicator and influencer: You build trusted relationships quickly and influence with confidence at every level — from team leads to the boardroom.

Resilient and action-oriented: You stay calm when things move fast or get complicated, and you combine strategic thinking with the hands-on delivery to back it up.