Communications & People Engagement Lead

Description -

The Communications & People Engagement Lead is a strategic partner responsible for shaping organizational culture driving employee engagement strengthening leadership communications and enabling successful change adoption across the Global Customer Care Centers (CCC) organization.

This role serves as the connective tissue between leadership employees and business priorities assuring that communication is not merely informational but transformational. The individual will design and execute integrated communication engagement culture recognition and change management strategies that foster connection transparency inclusion and organizational effectiveness across a globally distributed workforce.

The role requires a highly creative customer-centric and influential communications professional capable of translating business priorities into meaningful employee experiences that build trust drive alignment accelerate adoption of change and strengthen employee commitment to organizational goals.

Working closely with Customer Care Center leadership Operations Quality Training HR Communications and other business stakeholders the Communications & People Engagement Lead will help build a connected resilient engaged and future-ready workforce while elevating employee experience across all care center locations.

Key Responsibilities

1. Strategic Communications

Organizational Communications Strategy

• Develop and execute integrated communications strategies aligned to CCC business priorities transformation initiatives and organizational objectives.
• Serve as the primary communications advisor to CCC leadership shaping messaging that drives clarity engagement and alignment.
• Build annual communication roadmaps and engagement calendars supporting strategic priorities.
• Ensure consistent timely and effective communication across global teams sites and functions.
• Establish communication standards governance and best practices across the organization.

Executive & Leadership Communications

• Develop executive-level messaging presentations speeches town halls leadership updates and employee communications.
• Support leadership engagement sessions all-employee meetings fireside chats podcasts and interactive forums.
• Partner with leaders to strengthen visibility accessibility and connection with employees.
• Coach leaders on communication effectiveness storytelling and employee engagement approaches.

Communication Content Management

• Own and manage end-to-end communication channels and content strategies.
• Create and distribute:
  • Newsletters
  • Leadership updates
  • Internal campaigns
  • Employee stories
  • Organizational announcements
  • Transformation communications
  • Recognition communications
• Ensuring content reflects organizational values culture and customer-focused priorities.

2. Storytelling Branding & Employee Advocacy

Strategic Storytelling

• Develop compelling narratives that connect employees to purpose customers business outcomes and organizational strategy.
• Translate complex business concepts into engaging relatable and actionable content.
• Create storytelling frameworks that highlight innovation customer impact quality transformation and employee success.

Employee & Customer Impact Stories

• Identify and amplify stories showcasing employee contributions customer outcomes operational excellence and business impact.
• Partner with leaders and teams to celebrate achievements and successes across geographies.
• Build internal advocacy programs that increase employee pride and organizational connection.

Creative Content Development

Lead innovative communication approaches leveraging:

• Visual storytelling
• Infographics
• Video communications
• Digital campaigns
• Podcasts
• Interactive experiences
• Executive narratives
• Employee spotlights
• Social and collaboration platforms

3. Employee Engagement & Culture

Employee Experience Strategy

• Design and implement programs that strengthen employee engagement belonging motivation and connection.
• Partner with HR and leadership teams to improve employee experience across the employee lifecycle.
• Develop initiatives that align employee sentiment with organizational goals and values.

Recognition & Appreciation Programs

• Lead enterprise recognition strategies that celebrate performance innovation customer obsession teamwork and cultural excellence.
• Establish scalable global recognition programs and engagement events.
• Drive employee appreciation initiatives that reinforce desired organizational behaviors.

Inclusion Belonging & Community

• Champion an inclusive culture where all employees feel valued respected and empowered.
• Build engagement initiatives that foster collaboration across countries cultures functions and teams.
• Partner with employee resource groups and community networks to create meaningful employee experiences.

Employee Listening Programs

• Design and manage employee listening strategies including:
  • Pulse surveys
  • Focus groups
  • Listening sessions
  • Engagement assessments
  • Sentiment analysis
• Translate employee feedback into actionable recommendations.
• Ensure leadership accountability through continuous feedback loops and action planning.

4. Change Management & Organizational Adoption

Management of Change (MoC)

• Lead communication and engagement workstreams supporting organizational transformation programs.
• Develop comprehensive change communication strategies and adoption plans.
• Ensure employees understand the rationale benefits risks and impacts of transformation initiatives.

Change Communications

Create and implement communication plans covering:

• Business rationale for change
• Strategic objectives
• Employee impacts
• New ways of working
• Adoption expectations
• Success outcomes
• Ongoing progress updates

Change Champion Network

• Build and manage global networks of change champions.
• Enable champions with training messaging communication assets and engagement tools.
• Drive local advocacy and adoption across regions and teams.

Adoption & Readiness Management

• Measure awareness readiness engagement and adoption of key initiatives.
• Identify resistance points and engagement risks.
• Develop mitigation strategies and targeted interventions.
• Track organizational readiness and communication effectiveness.

5. Leadership Engagement & Organizational Effectiveness

Leadership Partnership

• Act as a trusted advisor to senior leaders on employee engagement communications culture and change initiatives.
• Provide insights and recommendations that improve organizational effectiveness and employee connection.

Employee Engagement Events

Lead planning and execution of:

• Global All Employee Meetings
• Leadership forums
• Town halls
• Engagement weeks
• Recognition ceremonies
• Cultural celebrations
• Volunteer and community activities
• Learning and development events

Global Collaboration

• Foster collaboration across sites partners suppliers and functional organizations.
• Encourage sharing of best practices knowledge and organizational success stories.

6. Employee Relations & Interpersonal Effectiveness

Employee Advocacy

• Champion employee concerns perspectives and ideas.
• Promote transparent communication and trust across the organization.

Active Listening & Empathy

• Create environments where employees feel heard respected and supported.
• Strengthen leadership understanding of employee needs and experiences.

Conflict Resolution & Engagement Support

• Facilitate constructive dialogue and partnership across teams.
• Support resolution of communication engagement and adoption challenges.
• Promote collaboration and positive working relationships.

Success Measures

Performance will be measured through:

Communication Excellence

• Employee awareness and understanding of organizational priorities.
• Communication reach engagement and effectiveness.
• Leadership communication satisfaction metrics.
• Quality and timeliness of communication delivery.

Employee Engagement

• Improvements in engagement and sentiment indicators.
• Participation in engagement programs and activities.
• Recognition program adoption and impact.
• Employee advocacy and connection measures.

Change Adoption

• Change readiness and adoption of metrics.
• Effectiveness of change communication programs.
• Champion network participation and influence.
• Achievement of transformation communication objectives.

Culture & Leadership Impact

• Improved employee trust and leadership connectivity.
• Stronger culture of transparency inclusion and recognition.
• Increased alignment to organizational vision and goals.
• Enhanced employee experience outcomes.

Qualifications & Experience

Education

• Bachelors degree in communications Public Relations Marketing Human Resources Organizational Development Business Administration Journalism or related discipline.
• Masters degree preferred.

Experience

• 812 years of experience in Communications Employee Engagement Internal Communications Organizational Development Change Management Human Resources or related fields.
• Experience supporting global and matrixed organizations.
• Proven track record managing enterprise communication and engagement programs.
• Experience supporting organizational transformation and change adoption initiatives.

Critical Skills & Competencies

Professional Skills

• Executive and organizational communications
• Internal communications strategy
• Employee engagement and experience
• Change management
• Strategic storytelling
• Event management
• Stakeholder management
• Program and project management
• Communication analytics and insights
• Content creation and digital communications

Leadership Competencies

• Influencing without authority
• Strategic thinking
• Business acumen
• Customer obsession
• Relationship building
• Emotional intelligence
• Collaboration and partnership
• Creativity and innovation
• Resilience and adaptability
• Inclusive leadership

Role Impact Statement

The Communications & People Engagement Lead transforms communication into a strategic business capabilityconnecting people to purpose enabling organizational change strengthening culture elevating employee experience and building a highly engaged resilient customer-obsessed workforce across the Global Customer Care Centers organization.

Job -

Schedule -

Shift -

Travel -

Relocation -

Equal Opportunity Employer (EEO) -

HP Inc. provides equal employment opportunity to all employees and prospective employees without regard to race color religion sex national origin ancestry citizenship sexual orientation age disability or status as a protected veteran marital status familial status physical or mental disability medical condition pregnancy genetic predisposition or carrier status uniformed service status political affiliation or any other characteristic protected by applicable national federal state and local law(s).

Please be assured that you will not be subject to any adverse treatment if you choose to disclose the information requested. This information is provided voluntarily. The information obtained will be kept in strict confidence.

For more information review HPsEEO Policy or read about your rights as an applicant under the law here: Know Your Rights: Workplace Discrimination is Illegal