Internal Communications Director

This is a Full Time Job

About Us

The Role

Beast Industries is growing quickly, and we need someone to own how our people understand our mission and goals, embrace the products and services we’re building (and the “why” behind them), get company information and stay connected to each other. You'll build our internal communications function from scratch as a system, not a stream of tactics, so every employee understands where we're headed, sees how their work connects to the mission, and knows what's expected of them. You'll also make sure they hear about big changes from us, clearly and early, and in ways that are authentic to our culture. You'll work closely with executive leadership to build and carry the story of the company, translating strategy into a mission every employee can repeat in their own words. You'll connect teams across our businesses, our offices and remote employees, build trust in senior leadership, ensure no information gaps exist, and highlight the work our teams do every day.

You'll meet an employee audience that uses a mix of written, video, audio, live, and mobile formats daily, so our communications must be designed to meet them where they are. You're an excellent writer and a sharp advisor to executives. You have a strong point of view on how to communicate well, and you're just as eager to hear a better idea. You can make complicated things simple, stay honest and direct when the news is hard, and pair empathy with data to understand what's landing with employees. You reason from first principles: you ask what problem a message or channel is solving before choosing the format, then test, learn, and retire what doesn't work.

This role reports to the Chief Communications Officer and partners with the CEO, Chief People Officer, General Counsel, CFO, and business unit Presidents.

What You'll Do

Own Internal Communications
• Set the vision and strategy for internal communications across Beast Industries, and run it day to day.
• Define the mission narrative: the single story that connects company strategy, quarterly priorities, and each team's work, so any employee can answer "why does my work matter?"
• Create regular touchpoints, like all-hands and leadership updates, that employees can count on, on a published weekly, monthly, and quarterly cadence, with a clear standard for how quickly decisions are shared.
• Help executives communicate in their own voice while keeping messages consistent across the company.
• Build a manager cascade to equip people managers with the messaging, materials and context they need to ensure key announcements and people/HR related changes are communicated effectively throughout all levels of the organization. In success, this cascade will establish managers as one of our most trusted channels for information.
• Find and close information deserts: diagnose which teams, locations, tenure groups, and roles are consistently last to know, and fix the gaps.
• Design a multi-format channel strategy that considers audience preferences across business units and roles.
• Create two-way channels, including pulse surveys, and a visible "you said, we did" loop.

Partner with Executives
• Be a trusted advisor to senior executives and functional leaders.
• Draft CEO communications, including announcements, org updates, talking points, remarks, presentations, FAQs, and video scripts.
• Lead communications for tentpole, company-wide People team initiatives.
• Prepare executives for town halls, employee Q&As, and other high-stakes moments.
• Coach executives to explain the why behind decisions, not only announce them, and set a leadership communications rhythm (for example, CEO office hours, fireside chats, and a regular leadership letter).

Lead Through Change
• Plan communications for reorganizations, leadership transitions, and other major changes so employees get clarity and uncertainty stays low. Build and maintain playbooks for each.
• Work with the CCO, HR, Legal, Finance, and leaders on sensitive employee communications, including confidentiality protocols that balance transparency with legal and security needs.
• Hold a standard of ethical, honest communication on hard news, including mistakes, rumors, and what we don't yet know.

Build Culture
• Create comms programs that reinforce our values and bring teams closer together, and make our high-performance expectations clear: what great looks like, how we give feedback, and how we experiment, fail fast, and learn.
• Own leadership forums, AMAs, recognition programs, and engagement initiatives.
• Tell employee and team stories, including through video and audio, produced in partnership with our in-house creative teams, that celebrate our people and milestones.
• Design the communications arc for new-hire onboarding and rapid growth, so every new employee feels connected to the mission from day one.

Measure What Works
• Set metrics for internal communications, track them consistently and share regularly with leadership.
• Use engagement data and employee feedback to improve our channels, cadence, and content.
• Run small, regular experiments on formats, timing, and channels; keep what works and retire what doesn't.

What We're Looking For
• 8 years in internal communications, executive communications, change management, or a related field.
• Experience building or leading internal communications at a high-growth company.
• Outstanding writing, editing, and storytelling, across different audiences and formats.
• A track record advising executives and influencing senior stakeholders.
• Experience leading communications through growth, transformation, or organizational change.
• Sound judgment and discretion with confidential information.
• Strong project management and the ability to juggle multiple high-priority projects.
• Experience designing new communications systems from the ground up, experimenting, mea