Director, People Communications

ROLE OVERVIEW

The Director, People Communications is the strategic communications lead for Kroll’s global People agenda. Sitting within the Communications function and partnering closely with the Chief People Officer and People Leadership Team, this role connects People priorities to the firm’s strategy and translates them into clear, credible communications for colleagues and leaders.

The Director leads communications across talent and leadership, performance and reward, culture, employee engagement, organizational change, employee experience and the Employee Value Proposition. The role combines senior counsel with hands-on delivery, bringing structure to a complex portfolio and helping colleagues understand what is changing, why it matters and what action is required.

As an IFS Director, the role leads complex initiatives, owns senior stakeholder relationships and delivers measurable firm-wide impact. It applies deep functional expertise and sound judgment to sensitive issues, collaborates across functions and develops the capability of others.

CORE RESPONSIBILITIES & MEASURES OF SUCCESS

People Communications Strategy

• Develop and deliver an integrated global communications strategy for the People agenda, aligned with Kroll’s business priorities, corporate narrative, culture and values.

• Own the People Communications roadmap and editorial calendar, prioritizing and sequencing activity to create a coherent employee experience and reduce duplicative or competing messages.

• Translate complex People strategies, policies and programs into clear, relevant messages for different employee audiences and regions.

• Anticipate communication needs, risks and opportunities; bring proactive recommendations to the Chief People Officer and People Leadership Team.

Measures of Success: Clarity and adoption of the strategy; alignment to business and People priorities; disciplined sequencing and delivery; stakeholder confidence; reduced duplication and message conflict.

Strategic Partnership & Executive Communications

• Serve as the principal communications advisor to the Chief People Officer and a trusted partner to the People Leadership Team, providing counsel and constructive challenge.

• Lead the Chief People Officer’s executive communications, including narratives, presentations, leadership messages, talking points, town halls and employee communications.

• Support the production of executive, Board-level and town hall materials that convey the People strategy, progress, impact and decisions with accuracy and clarity.

• Partner with HR to advise senior leaders on communications approaches to sensitive and high-profile matters, balancing pace, discretion, employee impact and alignment with the firm’s position.

Measures of Success: Quality and timeliness of executive and Board materials; usefulness of counsel; consistency of senior leader messaging; stakeholder trust; sound handling of sensitive matters.

People Programs & Change

• Lead communications for enterprise-wide People initiatives across talent, leadership, performance, total rewards, culture, engagement, organizational design and employee experience.

• Partner with People Centers of Excellence, People Business Partners and Transformation leaders to build communication and engagement plans that support implementation and adoption.

• Develop change narratives explaining the case for change, colleague and leader impacts, and actions required at each stage.

• Equip leaders and managers with clear messages, practical toolkits and guidance to communicate with their teams.

• Use employee feedback to improve communications and make progress against commitments visible.

Measures of Success: Delivery against program milestones; employee awareness and understanding; manager cascade readiness and use; feedback quality; adoption indicators agreed with program owners.

Employee Value Proposition & Employer Brand

• Lead communications that bring Kroll’s Employee Value Proposition to life across the employee experience.

• Partner with Marketing, Talent Acquisition and external communications colleagues to align internal and external messaging and employer brand positioning.

• Identify and amplify authentic stories about Kroll’s culture, values, careers and impact, grounded in evidence and employee experience.

Measures of Success: Consistency and credibility of EVP messaging; quality and reach of employee stories; alignment of internal and external channels; employee and candidate feedback where available.

Governance, Channels & Measurement

• Establish an operating model between People and Communications with clear roles, planning processes, governance and communication standards.

• Coordinate across Communications, Marketing, People and the business to deliver consistent messages in a global matrixed organization.

• Choose channels and formats based on audience needs and evidence of effectiveness.

• Set measures for major People communications and change programs across reach, understanding, engagement, adoption and impact; use insights to improve delivery.

• Prioritize work, resources and partner support with commercial and operational discipline, improving processes and scalability.

Measures of Success: Clarity of accountabilities and decision rights; adherence to plans and standards; reach and engagement by audience; actionable reporting; measurable process or resource improvements.

LEADERSHIP EXPECTATIONS

• Lead complex People communications initiatives from strategy through execution, defining outcomes, milestones, risks and measures of impact.

• Apply deep communications and change expertise, data and employee insight to shape decisions and deliver consistently high-quality work.

• Exercise sound commercial judgment when prioritizing investment, resources and competing requests; improve efficiency and scalability within the remit of the role.

• Act as a senior advisor to People and business leaders, anticipating needs and influencing through credible, practical recommendations.

• Role model One Team, One Kroll by connecting People, Communications, Marketing, Transformation, Service Lines and regions around shared outcomes.

• Set clear expectations for colleagues and partners accountable for delivery; provide constructive feedback, mentoring and knowledge sharing to build capability.

• Create an inclusive environment that welcomes different perspectives and appropriate challenge, while holding work to high standards of accountability and discretion.

EXPERIENCE & CAPABILITIES

• 12+ years of progressive experience in People, HR, employee or internal communications in a complex, matrixed and global organization.

• Significant experience leading communications across talent, performance, total rewards, culture, organizational change and employee experience.

• Proven success delivering communications for large-scale transformation or organizational change programs, including employee and manager engagement.

• Demonstrated experience advising Chief People Officers, executive leaders and senior stakeholders on sensitive or complex issues.

• Strong track record of partnership across People, Communications, Marketing, Transformation and business leadership teams.

• Experience developing executive and Board-level materials, leadership narratives, strategic campaigns and multi-channel communications.

• Exceptional writing, editing and storytelling skills, with the judgment to simplify complex topics without losing nuance.

• Strong planning, prioritization, measurement and stakeholder management skills; comfortable balancing strategy with hands-on delivery.

• High discretion, resilience and sound judgment, with a global mindset and sensitivity to local audiences.

• Professional services, consulting, financial services or similar organizational experience preferred.

• Bachelor’s degree in communications, journalism, marketing, human resources or a related discipline, or equivalent professional experience.

CORE OUTCOMES

• A coherent People narrative and communications strategy that connects firm priorities to the employee experience.

• Trusted advice and high-quality executive communications for the Chief People Officer and People Leadership Team.

• Clearer employee and manager understanding of People programs and organizational changes, supporting their adoption.

• Coordinated planning and governance across People and Communications, with disciplined use of channels and resources.

• A credible and visible Employee Value Proposition supported by authentic storytelling and evidence of communications impact.

In order to be considered for a position, you must formally apply via careers.kroll.com.

Kroll is committed to equal opportunity and diversity, and recruits people based on merit.