Job Description

Job Summary

The Senior Manager, Communications leads the development and execution of Internal and People (HR) communications for NAPA. This role creates compelling, employee-focused messaging that informs and engages employees, supports a positive workplace culture, and advances People and change initiatives from inception through launch and sustainment. The Senior Manager partners with cross-functional stakeholders and senior leaders to ensure communications are clear, consistent, measurable, and aligned with NAPA business, People and transformation priorities.

Responsibilities

• Develops and executes strategic communications plans that ensure consistent messaging across internal channels and alignment with GPC and NAPA business priorities
• Leads the communications workstream for organizational change initiatives, developing and executing integrated change communication plans from initiation through implementation and sustainment to drive awareness, understanding, and adoption
• Partners with HR, business leaders, and cross-functional project teams to assess stakeholder impacts, audience needs, communication risks, and readiness requirements for organizational changes and develops multi-tiered, audience-specific change communication strategies that equip leaders and employees with clear, timely, and actionable information throughout transitions.
• Provides strategic communications counsel to leaders on complex, sensitive, and high-impact organizational changes, including messaging, timing, and employee engagement approaches and serves as trusted communications advisor.
• Serves as a primary writer and content creator for internal communications, including announcements, articles, leadership messages, and change-related content and creates, edits, and manages content for the company intranet and other internal communication channels.
• Maintains and monitors the internal communications editorial calendar to ensure timely, coordinated delivery of content and partners with NAPA and GPC communications teams to support aligned messaging on significant People initiatives.
• Supports the amplification of NAPA’s employer brand and key messages through social media and other external channels.
• Defines key performance indicators, including change-adoption and employee-engagement measures, tracks communication metrics, and prepares reports and recommendations to improve communications effectiveness and inform future communication strategies
• Provides counsel and communications support to leaders on sensitive, complex, and high-impact employee communications.

Qualifications

• Bachelor’s degree in journalism, communications, public relations, marketing, or a related field.
• 7+ years of experience in internal communications, writing, editing, content development, or related communications roles.
• Excellent written and verbal communication skills, with a focus on clarity, brevity, and employee-centered messaging and ability to translate complex business priorities into compelling communications
• Demonstrated ability to independently manage multiple projects, competing priorities, and tight deadlines.
• Strong project management, organizational, interpersonal, influence, and stakeholder-management skills.
• Experience supporting organizational change communications.
• Ability to develop communications strategies and translate complex information into compelling, engaging content.
• Knowledge of internal communications platforms, digital media, and social media trends.
• Creative mindset, strong attention to detail, and ability to balance speed with quality.

Preferred Qualifications

• Master’s degree in journalism, communications, public relations, marketing, or a related field.
• Experience advising senior leaders and developing executive- level communications.
• Experience supporting communications for a large, distributed, or frontline workforce.
• Experience supporting HR, People, or employee experience communications.
• Experience using communication metrics and data to evaluate channel and campaign effectiveness.

Physical Demands / Working Environment

• Work performed in a typical office environment.

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GPC conducts its business without regard to sex, race, creed, color, religion, marital status, national origin, citizenship status, age, pregnancy, sexual orientation, gender identity or expression, genetic information, disability, military status, status as a veteran, or any other protected characteristic. GPC's policy is to recruit, hire, train, promote, assign, transfer and terminate employees based on their own ability, achievement, experience and conduct and other legitimate business reasons.