| Description: |
Location: Hybrid Working - 2 days in the office (Central London office-based)
Duration: 4-5 months
Salary: 49,993 per annum (paid the hourly equivalent)
Start Date: ASAP About the Role:
We are seeking an experienced Employee Engagement and Communications Manager to join a leading professional membership body. This temporary position will play a crucial role in enhancing internal communications and strengthening employee engagement across the organisation. As the Employee Engagement and Comms Manager, you will work closely with senior leadership, HR, and other departments to deliver impactful communications strategies, foster a positive work environment, and support internal initiatives during a busy and transformative period. General responsibilities Internal communications - Develop a strategy for internal communications and create a rolling annual plan for delivery.
- Ensure the corporate plan and performance against it are regularly communicated, creating a sense of understanding and accountability among staff.
- Review communication channels and ensure these are effective and used appropriately.
- Own and manage the intranet, ensuring it is kept up-to-date and regular news updates are shared.
- Support projects and transformation programmes, providing communications guidance and engaging internal communications to inform colleagues about them. Ensure communications are clear and have the right tone particularly when communicating changes that may impact on colleagues.
- Ensure leadership visibility is maintained. Prepare scripts, presentations and provide guidance and coaching for the Leadership team on internal communications.
- Provide training and guidance to others preparing and presenting internal communications.
- Manage the internal communications response to crisis situations.
- Ensure internal communications messages are clear and consistent with the correct tone of voice across all channels and that they align with external messages.
Employee engagement - Own the annual engagement survey, ensuring we achieve our response rate targets and overall
- results are clearly communicated.
- Take ownership of the engagement target and support the wider organisation to achieve this.
- Suggest ideas for and coordinate the creation of the central action plan. Ensure regular updates on actions are provided.
- Review the engagement survey provider and ensure this remains appropriate for our needs.
- Work with the HR Business Partners to cascade local results, ensure local action plans are created in a timely fashion and that teams deliver on these.
- Manage pulse surveys as required, ensuring questions are relevant, timely and employees engage with these. Work with the HR Business Partners to cascade the results.
- Use data to establish areas of focus and create creative approaches to improve employee engagement.
- Support the Head of HR to manage and engage the Employee Representative Group.
- Own organisation wide feedback channels and facilitate feedback sessions. Ensuring any ideas raised receive a response.
- Identify opportunities for employee recognition and celebration.
- Ensure employees engage with our benefits and value our employee value proposition.
- Manage organisation-wide events such as all staff meetings, ensuring the content is appropriate and engaging, and that they are designed to be inclusive.
- Help develop and implement communications and events to support our Diversity and Inclusion (D&I) and Wellbeing strategies, working with Champions to ensure these are engaging and have the desired impact.
We practice a diverse and inclusive recruitment process that ensures equal opportunity for all we work with, irrespective of race, sexual orientation, mental or physical disability, age or gender. As an organisation, we encourage applications from all backgrounds and will ensure measures are met when required, to allow a fair process throughout.  |
