Director, Internal Communications & Employer Brand
for sections present: About the role? Actually the posting includes "What You'll Be Part Of", "What you'll be responsible for", "What you'll work on" with subparts: Internal Communications, Employer Brand, Content & Cross-Functional Partnership, AI-First Operations, "What you'll bring to Circle" (Core Requirements). Also "Starting pay" etc. We need to map to allowed headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We need to decide which sections to include based on content.
We have description of role: "What You'll Be Part Of" could be About the role. "What you'll be responsible for" is Responsibilities. "What you'll work on" includes subcategories but could be part of Responsibilities or maybe separate sections like Internal Communications, Employer Brand etc. But we must only use allowed headings. So we can put Responsibilities as a and list bullet points under it.
Requirements: Core Requirements list. Could be Requirements heading.
Qualifications maybe not separate; we could combine Requirements and Qualifications but we need to decide.
Skills: maybe not explicit.
Benefits: not mentioned besides maybe flexible work environment but not explicit benefits. No explicit benefits listed. So we should not create Benefits section unless posting actually states them. It mentions flexible work environment but not explicit benefits like health, etc. Probably not enough to create Benefits.
Pay: we have Base Pay Range: $200,000 - $257,500. So we need Pay section.
Schedule: not mentioned (no mention of full-time/part-time, remote-first but schedule not explicit). Could infer remote-first but not explicit schedule. Better not create Schedule unless explicit.
Thus sections: About the role, Responsibilities, Requirements, Pay.
We need to preserve all substantive information; not invent or summarize away detail. Must not repeat job title as heading. Must not include boilerplate like EEO etc. Remove those.
We need to use - for any list of duties/requirements/benefits, and
for prose.
We need to include headings only when posting has real specific content.
Let's extract content:
About the role: from "What You'll Be Part Of" paragraph: "Circle is committed to visibility and stability in everything we do. As we grow as an organization, we're expanding into some of the world's strongest jurisdictions. Speed and efficiency are motivators for our success and our employees live by our company values: High Integrity, Future Forward, Multistakeholder, Mindful, and Driven by Excellence. We have built a flexible work environment where new ideas are encouraged and everyone is a stakeholder."
That's prose.
Responsibilities: from "What you'll be responsible for" paragraph plus the bullet-like sections under "What you'll work on". Need to capture all duties.
Let's list responsibilities as bullet points:
- Drive two of our most visible functions shaping how Circle is understood — by employees, by candidates, and by the world. (Director, Internal Communications & Employer Brand)
- Play a central role in advancing Circle's internal communications approach across a distributed, global, remote-first workforce — helping employees stay informed, aligned, and connected to the company's strategy, priorities, and culture.
- Advance Circle's employer brand, translating the employee experience into a strong, differentiated presence in the talent market.
- Internal Communications:
- Partner with senior leaders and cross-functional stakeholders, including HR and Corporate Communications, to develop internal communications plans for major initiatives, organizational moments, and company priorities – proactive counsel on what to say, when, and how.
- Help shape how Circle communicates company strategy and OKRs internally, translating priorities into messaging that feels relevant and actionable for employees across functions and regions.
- Build and scale internal communications programs in partnership with the Employee Experience Director and other cross-functional partners to support engagement, connection, and understanding across a distributed workforce.
- Evolve and maintain the operational infrastructure that makes communications effective and scalable, including: editorial planning, channel governance, distribution practices, and measurement frameworks.
- Support Circle's intranet strategy and evolution, serving as the business owner steering this work in partnership with IT.
- Support sensitive, high-stakes, and change-related communications with sound judgment, strong stakeholder partnership, and attention to timing, tone, and employee impact.
- Employer Brand:
- Drive the ongoing evolution of Circle's employee value proposition (EVP) in partnership with Talent Acquisition, People leadership, and Marketing, ensuring it reflects real employee experience and talent priorities.
- Lead employer brand storytelling and content strategy across priority channels — careers content, employee stories, social content, recruiting campaigns, and talent-facing moments.
- Partner with Talent Acquisition to strengthen candidate experience as a brand touchpoint, using survey insights, feedback, and market signals to identify opportunities for improvement.
- Build and maintain employer brand intelligence infrastructure — including LLM/AI sentiment monitoring across major platforms and competitive benchmarking against talent peers.
- Drive Circle's presence in employer awards, recognition programs, and talent-focused external opportunities that reinforce the company's reputation as a destination employer.
- Build and own Circle's alumni network — selecting and launching the right platform, developing community strategy, and creating engagement touchpoints that keep former Circlers connected to the brand as advocates, referral sources, and potential boomerangs.
- Ensure alignment between employer brand, people narrative, and broader corporate story so candidates and employees experience a consistent, authentic picture of Circle.
- Content & Cross-Functional Partnership:
- Oversee the development of high-quality content across internal and talent-facing audiences — executive messaging, employee features, onboarding communications, event content, and campaign materials.
- Partner closely with Corporate Communications, Talent Acquisition, Employee Experience, and the broader People & Workplace team to ensure messaging is coordinated, timely, and mutually reinforcing.
- Drive key communications moments in the employee lifecycle, especially new hire and onboarding communications, in partnership with program owners.
- Serve as a trusted thought partner and communications advisor to People & Workplace leadership, Corporate Communications and cross-functional stakeholders.
- Bring a change-management lens to communications planning, helping teams communicate in ways that build understanding, reduce ambiguity, and support adoption.
- AI-First Operations:
- Build repeatable, AI-enabled workflows across internal communications and employer brand that improve speed, consistency, and scale while preserving quality and editorial judgment.
- Use AI tools across the communications lifecycle — research, synthesis, drafting, localization, content adaptation, measurement, and workflow design.
- Contribute reusable prompts, templates, and automations to Circle's shared AI ecosystem so the function benefits from scalable ways of working.
- Identify where automation can improve the operating model — recurring content workflows, campaign support, insights generation, and process coordination.
- Model strong judgment around where AI should accelerate work and where human voice, sensitivity, or relationship context should remain central.
That seems comprehensive.
Requirements: Core Requirements list bullet points:
- 12+ years of progressive experience in internal communications, marketing, HR communications, content strategy, or a related field, including meaningful experience operating in complex, cross-functional environments.
- Exceptional writing and editorial judgment across formats, with the ability to adapt voice and messaging for executives, employees, candidates, and cross-functional audiences.
- Strong strategic instincts paired with operational discipline — able to move between big-picture program design and the details required to make systems run well.
- Strong track record driving internal communications programs at a fast-moving, global company — including communications planning, leadership messaging, editorial strategy, and stakeholder advisory work.
- Experience shaping or scaling employer brand efforts, including EVP development, talent storytelling, campaign planning, or employer brand measurement.
- Comfort using data and insights to assess effectiveness, identify opportunities, and improve communications outcomes.
- Proven ability to influence across functions and levels, build trust quickly, and drive progress through partnership rather than formal authority.
- People management experience, with a track record of developing talent, giving clear feedback, and building strong, resilient teams.
- Demonstrated AI fluency in a communications, content, or brand context — you actively use AI to improve quality, speed, and scale, and can translate that into practical team workflows.
Preferred Background (maybe not required) but we could include as part of Requirements or maybe as a separate "Preferred Qualifications" but not allowed heading. Could incorporate into Requirements as bullet points prefixed with "Preferred:" but we must not invent headings. Could just include them as part of Requirements list.
We'll include them as bullet points under Requirements.
Pay: Base Pay Range: $200,000 - $257,500. Also note that starting pay determined by various factors; compensation ranges may differ for candidates in other locations. We should include that prose.
We must not include boilerplate like EEO etc.
Now produce HTML fragment:
About the role
Circle is committed to visibility and stability in everything we do. As we grow as an organization, we're expanding into some of the world's strongest jurisdictions. Speed and efficiency are motivators for our success and our employees live by our company values: High Integrity, Future Forward, Multistakeholder, Mindful, and Driven by Excellence. We have built a flexible work environment where new ideas are encouraged and everyone is a stakeholder.
Responsibilities
- Drive two of our most visible functions shaping how Circle is understood — by employees, by candidates, and by the world. (Director, Internal Communications & Employer Brand)
- Play a central role in advancing Circle's internal communications approach across a distributed, global, remote-first workforce — helping employees stay informed, aligned, and connected to the company's strategy, priorities, and culture.
- Advance Circle's employer brand, translating the employee experience into a strong, differentiated presence in the talent market.
- Internal Communications
- Partner with senior leaders and cross-functional stakeholders, including HR and Corporate Communications, to develop internal communications plans for major initiatives, organizational moments, and company priorities – proactive counsel on what to say, when, and how.
- Help shape how Circle communicates company strategy and OKRs internally, translating priorities into messaging that feels relevant and actionable for employees across functions and regions.
- Build and scale internal communications programs in partnership with the Employee Experience Director and other cross-functional partners to support engagement, connection, and understanding across a distributed workforce.
- Evolve and maintain the operational infrastructure that makes communications effective and scalable, including: editorial planning, channel governance, distribution practices, and measurement frameworks.
- Support Circle's intranet strategy and evolution, serving as the business owner steering this work in partnership with IT.
- Support sensitive, high-stakes, and change-related communications with sound judgment, strong stakeholder partnership, and attention to timing, tone, and employee impact.
- Employer Brand
- Drive the ongoing evolution of Circle's employee value proposition (EVP) in partnership with Talent Acquisition, People leadership, and Marketing, ensuring it reflects real employee experience and talent priorities.
- Lead employer brand storytelling and content strategy across priority channels — careers content, employee stories, social content, recruiting campaigns, and talent-facing moments.
- Partner with Talent Acquisition to strengthen candidate experience as a brand touchpoint, using survey insights, feedback, and market signals to identify opportunities for improvement.
- Build and maintain employer brand intelligence infrastructure — including LLM/AI sentiment monitoring across major platforms and competitive benchmarking against talent peers.
- Drive Circle's presence in employer awards, recognition programs, and talent-focused external opportunities that reinforce the company's reputation as a destination employer.
- Build and own Circle's alumni network — selecting and launching the right platform, developing community strategy, and creating engagement touchpoints that keep former Circlers connected to the brand as advocates, referral sources, and potential boomerangs.
- Ensure alignment between employer brand, people narrative, and broader corporate story so candidates and employees experience a consistent, authentic picture of Circle.
- Content & Cross
- for any list of duties/requirements/benefits, and
for prose. We need to include headings only when posting has real specific content. Let's extract content: About the role: from "What You'll Be Part Of" paragraph: "Circle is committed to visibility and stability in everything we do. As we grow as an organization, we're expanding into some of the world's strongest jurisdictions. Speed and efficiency are motivators for our success and our employees live by our company values: High Integrity, Future Forward, Multistakeholder, Mindful, and Driven by Excellence. We have built a flexible work environment where new ideas are encouraged and everyone is a stakeholder." That's prose. Responsibilities: from "What you'll be responsible for" paragraph plus the bullet-like sections under "What you'll work on". Need to capture all duties. Let's list responsibilities as bullet points: - Drive two of our most visible functions shaping how Circle is understood — by employees, by candidates, and by the world. (Director, Internal Communications & Employer Brand) - Play a central role in advancing Circle's internal communications approach across a distributed, global, remote-first workforce — helping employees stay informed, aligned, and connected to the company's strategy, priorities, and culture. - Advance Circle's employer brand, translating the employee experience into a strong, differentiated presence in the talent market. - Internal Communications: - Partner with senior leaders and cross-functional stakeholders, including HR and Corporate Communications, to develop internal communications plans for major initiatives, organizational moments, and company priorities – proactive counsel on what to say, when, and how. - Help shape how Circle communicates company strategy and OKRs internally, translating priorities into messaging that feels relevant and actionable for employees across functions and regions. - Build and scale internal communications programs in partnership with the Employee Experience Director and other cross-functional partners to support engagement, connection, and understanding across a distributed workforce. - Evolve and maintain the operational infrastructure that makes communications effective and scalable, including: editorial planning, channel governance, distribution practices, and measurement frameworks. - Support Circle's intranet strategy and evolution, serving as the business owner steering this work in partnership with IT. - Support sensitive, high-stakes, and change-related communications with sound judgment, strong stakeholder partnership, and attention to timing, tone, and employee impact. - Employer Brand: - Drive the ongoing evolution of Circle's employee value proposition (EVP) in partnership with Talent Acquisition, People leadership, and Marketing, ensuring it reflects real employee experience and talent priorities. - Lead employer brand storytelling and content strategy across priority channels — careers content, employee stories, social content, recruiting campaigns, and talent-facing moments. - Partner with Talent Acquisition to strengthen candidate experience as a brand touchpoint, using survey insights, feedback, and market signals to identify opportunities for improvement. - Build and maintain employer brand intelligence infrastructure — including LLM/AI sentiment monitoring across major platforms and competitive benchmarking against talent peers. - Drive Circle's presence in employer awards, recognition programs, and talent-focused external opportunities that reinforce the company's reputation as a destination employer. - Build and own Circle's alumni network — selecting and launching the right platform, developing community strategy, and creating engagement touchpoints that keep former Circlers connected to the brand as advocates, referral sources, and potential boomerangs. - Ensure alignment between employer brand, people narrative, and broader corporate story so candidates and employees experience a consistent, authentic picture of Circle. - Content & Cross-Functional Partnership: - Oversee the development of high-quality content across internal and talent-facing audiences — executive messaging, employee features, onboarding communications, event content, and campaign materials. - Partner closely with Corporate Communications, Talent Acquisition, Employee Experience, and the broader People & Workplace team to ensure messaging is coordinated, timely, and mutually reinforcing. - Drive key communications moments in the employee lifecycle, especially new hire and onboarding communications, in partnership with program owners. - Serve as a trusted thought partner and communications advisor to People & Workplace leadership, Corporate Communications and cross-functional stakeholders. - Bring a change-management lens to communications planning, helping teams communicate in ways that build understanding, reduce ambiguity, and support adoption. - AI-First Operations: - Build repeatable, AI-enabled workflows across internal communications and employer brand that improve speed, consistency, and scale while preserving quality and editorial judgment. - Use AI tools across the communications lifecycle — research, synthesis, drafting, localization, content adaptation, measurement, and workflow design. - Contribute reusable prompts, templates, and automations to Circle's shared AI ecosystem so the function benefits from scalable ways of working. - Identify where automation can improve the operating model — recurring content workflows, campaign support, insights generation, and process coordination. - Model strong judgment around where AI should accelerate work and where human voice, sensitivity, or relationship context should remain central. That seems comprehensive. Requirements: Core Requirements list bullet points: - 12+ years of progressive experience in internal communications, marketing, HR communications, content strategy, or a related field, including meaningful experience operating in complex, cross-functional environments. - Exceptional writing and editorial judgment across formats, with the ability to adapt voice and messaging for executives, employees, candidates, and cross-functional audiences. - Strong strategic instincts paired with operational discipline — able to move between big-picture program design and the details required to make systems run well. - Strong track record driving internal communications programs at a fast-moving, global company — including communications planning, leadership messaging, editorial strategy, and stakeholder advisory work. - Experience shaping or scaling employer brand efforts, including EVP development, talent storytelling, campaign planning, or employer brand measurement. - Comfort using data and insights to assess effectiveness, identify opportunities, and improve communications outcomes. - Proven ability to influence across functions and levels, build trust quickly, and drive progress through partnership rather than formal authority. - People management experience, with a track record of developing talent, giving clear feedback, and building strong, resilient teams. - Demonstrated AI fluency in a communications, content, or brand context — you actively use AI to improve quality, speed, and scale, and can translate that into practical team workflows. Preferred Background (maybe not required) but we could include as part of Requirements or maybe as a separate "Preferred Qualifications" but not allowed heading. Could incorporate into Requirements as bullet points prefixed with "Preferred:" but we must not invent headings. Could just include them as part of Requirements list. We'll include them as bullet points under Requirements. Pay: Base Pay Range: $200,000 - $257,500. Also note that starting pay determined by various factors; compensation ranges may differ for candidates in other locations. We should include that prose. We must not include boilerplate like EEO etc. Now produce HTML fragment:
About the role
Circle is committed to visibility and stability in everything we do. As we grow as an organization, we're expanding into some of the world's strongest jurisdictions. Speed and efficiency are motivators for our success and our employees live by our company values: High Integrity, Future Forward, Multistakeholder, Mindful, and Driven by Excellence. We have built a flexible work environment where new ideas are encouraged and everyone is a stakeholder.
Responsibilities
- Drive two of our most visible functions shaping how Circle is understood — by employees, by candidates, and by the world. (Director, Internal Communications & Employer Brand)
- Play a central role in advancing Circle's internal communications approach across a distributed, global, remote-first workforce — helping employees stay informed, aligned, and connected to the company's strategy, priorities, and culture.
- Advance Circle's employer brand, translating the employee experience into a strong, differentiated presence in the talent market.
- Internal Communications
- Partner with senior leaders and cross-functional stakeholders, including HR and Corporate Communications, to develop internal communications plans for major initiatives, organizational moments, and company priorities – proactive counsel on what to say, when, and how.
- Help shape how Circle communicates company strategy and OKRs internally, translating priorities into messaging that feels relevant and actionable for employees across functions and regions.
- Build and scale internal communications programs in partnership with the Employee Experience Director and other cross-functional partners to support engagement, connection, and understanding across a distributed workforce.
- Evolve and maintain the operational infrastructure that makes communications effective and scalable, including: editorial planning, channel governance, distribution practices, and measurement frameworks.
- Support Circle's intranet strategy and evolution, serving as the business owner steering this work in partnership with IT.
- Support sensitive, high-stakes, and change-related communications with sound judgment, strong stakeholder partnership, and attention to timing, tone, and employee impact.
- Employer Brand
- Drive the ongoing evolution of Circle's employee value proposition (EVP) in partnership with Talent Acquisition, People leadership, and Marketing, ensuring it reflects real employee experience and talent priorities.
- Lead employer brand storytelling and content strategy across priority channels — careers content, employee stories, social content, recruiting campaigns, and talent-facing moments.
- Partner with Talent Acquisition to strengthen candidate experience as a brand touchpoint, using survey insights, feedback, and market signals to identify opportunities for improvement.
- Build and maintain employer brand intelligence infrastructure — including LLM/AI sentiment monitoring across major platforms and competitive benchmarking against talent peers.
- Drive Circle's presence in employer awards, recognition programs, and talent-focused external opportunities that reinforce the company's reputation as a destination employer.
- Build and own Circle's alumni network — selecting and launching the right platform, developing community strategy, and creating engagement touchpoints that keep former Circlers connected to the brand as advocates, referral sources, and potential boomerangs.
- Ensure alignment between employer brand, people narrative, and broader corporate story so candidates and employees experience a consistent, authentic picture of Circle.
- Content & Cross