Head of Internal Communications, Employee Experience and Change Management

About the Role

This is a pivotal role at the heart of the firm's people function. The HR Project Management, Internal Communications & Employee Experience Manager is the central point of coordination for how we communicate with our people, how we design and deliver their experience of working at Orwins, and how we land and embed every people-related project across the firm - whether led by HR or by any other department.

Working directly with and reporting to the Chief People Officer, this role bridges strategy and delivery. It translates the firm's business plan, vision, direction and people strategy into clear communications, meaningful experiences and well-managed change - ensuring that every initiative we launch is felt by people, understood by managers, and embedded in how we work.

The role requires a combination of new thinking and established best practice, operating at pace in a commercially driven environment where budget efficiency and return on investment are always in view.

Critically, this role gives the C-Suite a direct line to the employee voice. The insights gathered through engagement surveys, employee experience activity and internal listening will shape and sharpen the firm's people strategy — making this a function that drives the agenda, not just supports it.

Key Responsibilities

HR Project Management

• Act as the central project management function for all people-related projects across the firm - whether originated within HR or driven by Finance, Operations, IT or any other department.
• Build and maintain a firm-wide people project plan - tracking all active HR workstreams, dependencies, milestones and owners, and reporting on progress to the CPO.
• Lead on or provide oversight for the launch and embedding of people initiatives — including new systems (HiBob, LEAP etc), policy rollouts, frameworks (Cultural Foundations, appraisal, bonus) and structural changes.
• Develop and manage change management plans for all major people-related changes - ensuring that communications, training, manager support and embedding activity are joined up and delivered to a consistent standard.
• Partner with department heads and project leads across the firm to ensure people considerations are built into project planning from the outset — not bolted on at the end.
• Maintain an HR project governance framework - including project templates, RAG logs, stakeholder maps and post-implementation reviews.

Internal Communications

• Own and manage the firm's internal communications strategy and calendar - ensuring the right information reaches the right people in the right way and at the right time.
• Write, design and distribute all firm-wide people communications - including announcements, policy changes, HR updates, leadership messages and the monthly People newsletter.
• Develop and maintain a consistent internal communications framework - tone of voice, channel strategy, message hierarchy and manager briefing approach.
• Support senior leaders and the CPO in drafting communications for major milestones — acquisitions, restructures, culture related launches, new system go-lives and other significant change moments.
• Act as the editorial owner of the Firm's internet / internal comm platform - ensuring firm information, policies and updates are current, well-written and easy to find.
• Embrace a multi-channel communications approach — combining digital, in-person, written and visual formats to reach all people across all offices in the most effective way for each message.
• Develop and own the firm's internal Tone of Voice (TOV) guidelines, and design and deliver TOV awareness for managers and teams to ensure consistency across all internal communications.
• Proactively maintain a network of internal communications and employee engagement professionals outside the firm — attending relevant forums and events, and bringing best practice back to the Orwins people agenda.