United Kingdom · PR and communications · C-Suite (20+ years)

VP, Head of Internal & Executive Communications

Here is the whole job, in plain words. What it is, what you decide, how you're judged, how people get here and where they go next. Then the part no course gives you: twelve AI tutors who learn your work.

See how AI is changing this job, and get the full read by email.

Start my free Data Fluency module

As VP, Head of Internal & Executive Communications, a good place to start on AI-Powered Strategic Storytelling & Personalisation is Using Data to Direct a Department's Priorities, a free Future Fluency module at Level 5. You'd practise using the data your department already produces to decide where its effort should go.

Free to start, no card.

Keep this job description

Where should we send it?

One email: what AI is changing in this job, the new skills it asks for, where it leads, and where to start free. With a link back here. Nothing else follows unless you confirm your address.

Leading a team? Try this with up to five of them for 14 days, free.

Experience bandC-Suite (20+ years)
Direct reports25-100+ reports
Reports toChief Executive Officer (CEO)
UK framework levelUsually someone running a function, or a director

Also advertised as Chief Communications Officer (CCO) · Global Head of Employee Communications · Chief Culture Officer (Communications Focus) · Executive Vice President, Corporate Communications

Built on 43,079 real UK job descriptions we analysed · grounded in what real qualifications cover

Two short quizzes about you

1From this job to a course

The qualifications matched to this job

AIM Qualifications Level 4 Diploma in Public Relations AIM Qualifications · Level 4 · covers 1 of 1 standard

Matched from the standards this job is measured against: a suggestion, not an official ruling.

The units you would start with

Understanding How Public Relations Professionals Contribute to Internal Communications AIM Qualifications Level 4 Diploma in Public Relations

The future skills this job leans on

AI Fluency working with AI as a thinking partner

Data Fluency turning numbers into a decision

AI Governance Fluency using AI responsibly

Automation Fluency building AI into how work runs

2AI and this work

Will AI change your work as a VP, Head of Internal & Executive Communications?

Nobody can say exactly how. Here is what this job is being asked for next, and where to start.

The new skill this role is being asked for

AI-Powered Strategic Storytelling & Personalisation

Why each one is rising

The future skills this job leans on

AI Fluencyworking with AI as a thinking partner
Data Fluencyturning numbers into a decision
AI Governance Fluencyusing AI responsibly
Automation Fluencybuilding AI into how work runs

We'll only ever tell you what we can actually back up. No hype, no scare tactics.

What happens when you start

Next, a free account. We build your VP, Head of Internal & Executive Communications plan as you set up, starting with the free Data Fluency module. No card.

Your first Future Fluency module is free. After that, your AI tutor is £70 a month.

Ready to pay? Subscribe for £70 a month

Keep this read. One email with what AI is changing in this job, the new skills it asks for and where to start free. Nothing else follows unless you confirm your address.

3What this role really is

This role leads internal and executive communications, shaping how a company talks to its own people and advising its most senior leaders.

4What you'd actually use

The tools this job runs on, and how well you'd need to know each one.

Intranet & Hub Platforms (Simpplr, SharePoint Online, Unily, Firstup) Strategic/Architect

Leading the vendor selection (RFP process), defining enterprise-wide platform governance, owning the integration strategy with HRIS/collaboration tools, and managing the multi-million-pound budget for these critical platforms.

Email & Newsletter Platforms (Poppulo, ContactMonkey, Staffbase) Strategic/Architect

Owning the strategic relationship and contract with the vendor, setting enterprise-wide email policies and best practices, and integrating these platforms with other systems for automated, targeted communications.

Collaboration & Messaging (Slack, MS Teams) Strategic/Architect

Defining the enterprise-wide channel strategy, establishing governance and etiquette policies for effective use, and working closely with IT on security, administration, and future capabilities.

Live Events & Video (Vimeo Enterprise, StreamYard, GlobalMeet, Zoom Webinars) Strategic/Architect

Selecting the enterprise platform for virtual and hybrid events, developing the executive town hall strategy (including Board presentations), and managing the budget for production and technology for all major internal events.

Survey & Feedback Tools (Qualtrics, SurveyMonkey, Culture Amp) Strategic/Architect

Owning the overall employee listening strategy, selecting and integrating survey platforms, and connecting feedback data directly to business outcomes (e.g., attrition, eNPS, productivity).

Design & Content Creation (Canva, Adobe Express, Premiere Rush) Strategic/Architect

Defining the overarching visual identity and brand guidelines for all internal communications, and managing agency relationships for high-production value content that aligns with our brand.

5What you get to decide, and how that grows

Power in a job isn't your title. It's what you're allowed to decide. Here's how it grows as you move up.

The choice	Coming in	Where you are now	The step above
Enterprise Internal Comms Strategy	N/A	N/A	N/A
Crisis Communications Response	N/A	N/A	N/A
Budget Allocation & Investment	N/A	N/A	N/A
Organisational Design & Talent	N/A	N/A	N/A

6How you'll be judged

The scoreboard, and what is not on it. The hard targets, how often each is actually looked at, and the quiet signals that never reach a dashboard.

Employee Net Promoter Score (eNPS)

This tells us how likely our employees are to recommend working here. It's a pretty good proxy for overall satisfaction and loyalty.

Target · Achieve a 5-10 point increase year-on-year, or maintain top quartile performance against industry benchmarks.

After a major change programme, our eNPS score rose from +25 to +32, showing our comms helped people feel more positive about the direction.

Organisational Alignment Score

This comes from our annual engagement survey, specifically questions about how well employees understand company strategy and feel connected to our goals. It’s about everyone pulling in the same direction.

Target · Increase the 'understanding of company strategy' and 'connection to company goals' scores by 10% within 12 months.

Last year, only 60% understood our Q4 priorities. After your new comms strategy, we expect that to hit 70% or more.

Voluntary Attrition Rate (Comms-Related)

While many things affect attrition, your role directly impacts how people feel about staying. We'll look at whether clear, empathetic comms can help reduce the number of people leaving voluntarily, especially during tough times.

Target · Contribute to a 1-2% reduction in voluntary attrition, particularly in key talent segments, by ensuring transparent and supportive communication.

During the recent re-organisation, our attrition rate in affected teams was 1.5% lower than similar industry benchmarks, partly due to proactive and honest communication.

Glassdoor/Employer Review Site Ratings (Comms Impact)

What people say about us online matters. Your work influences the narrative about our leadership, culture, and transparency, which directly impacts our ability to hire.

Target · Improve average ratings for 'Senior Leadership' and 'Culture & Values' by 0.5 points (on a 5-point scale) within 18 months.

After launching a new CEO comms series, we saw 'Leadership Approval' on Glassdoor jump from 3.8 to 4.2 in six months.

CEO and Board Trust & Influence

This is about whether the CEO and Board genuinely see you as a strategic partner, not just a message sender. Do they call you first when something big is happening?

You're consistently invited to strategic planning meetings, your input is actively sought on major business decisions (not just comms execution), and you're seen as a trusted advisor, not just an implementer. They'll often say, 'What does [Your Name] think we should say here?'

Culture Health & Cohesion

Are people generally feeling good about working here? Is there a sense of shared purpose? Your comms should foster a positive, inclusive, and unified culture.

Anecdotal feedback from leaders and employees about feeling more connected or understanding the company's direction better. Reduced 'say-do gap' (what leaders say vs. what happens). You'll hear things like, 'The CEO's message really resonated with my team.'

Crisis Response Effectiveness

When things go sideways – and they will – how quickly and effectively do we communicate internally to maintain trust and stability? This is where your mettle is truly tested.

Rapid deployment of holding statements, minimal internal rumour mill activity during a crisis, positive feedback from employees about feeling informed and supported, and, crucially, leadership confidence in your ability to navigate the storm. We'll know you did well if the internal chatter is about the solution, not the problem.

7Would you like it

Both sides. What people enjoy, and what grinds them down.

What people enjoy

Shaping Company Culture & Identity

You'll spend time thinking about how every communication, from the CEO's quarterly update to a new policy announcement, reinforces our values and desired culture. You'll actively work to close the 'say-do gap' and ensure our actions match our words.

Leading the development of a new company values campaign, ensuring the messaging isn't just words on a wall but genuinely reflects how we work and behave.

Direct CEO & Board Impact

You'll be in regular, direct contact with the CEO and Board, advising them on their personal communication strategies, preparing them for critical engagements, and helping them articulate their vision. This isn't a 'support' role; it's a 'partner' role.

Ghostwriting the CEO's annual letter to employees, then coaching them on how to deliver it effectively in a global town hall.

Navigating High-Stakes Complexity

You thrive on the challenge of distilling complex business problems (e.g., a global re-organisation, integrating an acquisition) into understandable, actionable messages for a diverse workforce, often under immense time pressure and scrutiny.

Developing the complete internal communications strategy for a major acquisition, ensuring employees understand the rationale, timeline, and what it means for them, all while managing sensitive information.

What frustrates people

Being brought in at the 11th hour to 'just write the announcement' for a major strategic decision you had no input on, leaving no time to build a proper comms plan.
The 'rogue executive' who goes off-script in a town hall, creating confusion and a mess you have to clean up.
Having your clear, concise writing edited by a dozen stakeholders (especially Legal and HR), resulting in a watered-down, jargon-filled final product.
Constantly fighting the perception that Internal Comms is just the 'company newsletter' or 'cheerleading squad' rather than a strategic business function.
The immense pressure to prove the ROI of your work with hard metrics, when your primary impact is on intangible concepts like trust, morale, and psychological safety.
The 'feedback paradox': being told 'we want transparent, authentic communication,' but then getting penalised when that transparency reveals something employees don't like.

What this role does not give you

A predictable, 9-to-5 schedule – crises don't respect office hours.
Complete autonomy over messaging – you're a strategic advisor, but the final word often rests with the CEO or Board.
A quiet, solitary work environment – you'll be constantly interacting, influencing, and collaborating.
Guaranteed immediate gratification – building trust and shifting culture takes time, often years.

8Who you work with

Your work directly shapes our company's narrative, its culture, and our ability to attract and keep top talent. If our internal story is strong, it translates into a powerful employer brand and a workforce that's truly aligned. Get it wrong, and we risk internal fragmentation, low morale, and a significant hit to our market perception. You're essentially the guardian of our internal reputation and a key driver of employee engagement and trust.

Inside the business

CEO and the Executive Leadership Team (ELT)
Board of Directors
Chief Human Resources Officer (CHRO) and HR Leadership
Chief Financial Officer (CFO) and Finance Leadership
Legal Counsel
SVP/EVP leadership across all business units

Outside the business

Investors and Shareholder Relations
Regulatory Bodies
Media and Public Relations Agencies
Industry Analysts and Thought Leaders
Key Strategic Partners

9What you need before you start

Not a wish list. The things you would be expected to already have.

A minimum of 20 years of progressive experience in internal communications, public relations, or corporate affairs, with at least 5-7 years in a C-suite advisory or global leadership role.
Demonstrated experience leading and developing large, diverse, and geographically dispersed communications teams (25+ people).
Extensive experience advising CEOs and Boards of Directors on high-stakes communication strategies, including crisis management and cultural transformation.
Proven track record of integrating internal communications with broader corporate communications functions (PR, IR, Marketing) to ensure a unified brand voice.
Significant experience managing multi-million-pound budgets and making strategic investment decisions for communication technologies and programmes.
A deep understanding of corporate governance, investor relations, and the regulatory landscape for publicly traded companies.

10What to practise next

Where the job is going, and what to do about it starting this week.

Immersive & Experiential Communications (VR/AR/Metaverse)

As remote and hybrid work becomes the norm, traditional communication methods can feel flat. Immersive technologies offer new ways to create engaging, memorable experiences for global employees, from virtual town halls to interactive onboarding programmes. It's about making people feel truly present and connected, wherever they are.

Virtual Event Production & Platform Selection · Spatial Storytelling · Digital Twin & Metaverse Integration · Accessibility & Inclusivity in Immersive Tech

This quarter: Research leading enterprise immersive communication platforms and their use cases for internal comms.
Next quarter: Attend an industry conference or workshop focused on VR/AR in corporate communications.
Within 6 months: Pilot a small-scale immersive experience for a specific internal event (e.g., a virtual onboarding module or a product launch demo).
Within 12 months: Develop a strategic roadmap for integrating immersive technologies into our long-term internal communications plan.

Quick win: Explore readily available VR/AR apps or platforms for team-building exercises or virtual meetings. It's a low-risk way to get a feel for the technology and its potential.

Advanced Predictive Analytics for Culture & Attrition

We need to move beyond reactive reporting to proactive prediction. Using machine learning to analyse communication patterns, sentiment, and engagement data can help us identify potential cultural issues or attrition risks before they become major problems. This allows for targeted interventions and truly strategic communications.

Machine Learning for Anomaly Detection · Correlation & Causation in Comms Data · Ethical Data Use & Privacy · Visualisation of Complex Data

This quarter: Partner with our Data Science team to explore existing employee data sets and identify potential areas for predictive analysis related to comms.
Next quarter: Commission a proof-of-concept project to build a simple predictive model for, say, identifying teams at risk of 'change fatigue' based on comms engagement.
Within 6 months: Establish a regular reporting cadence for predictive insights, integrating them into executive decision-making forums.
Within 12 months: Develop a comprehensive 'Comms Intelligence' dashboard that provides real-time, predictive insights for the executive team.

Quick win: Start by simply tracking engagement metrics (open rates, click-throughs, sentiment) against key business events or changes. Look for patterns, even if it's just manually. It builds the muscle for more advanced analysis.

11Staying current once you are in

What people here do to keep up

Regular participation in executive leadership programmes focused on strategy, governance, and organisational transformation.
Active membership and leadership roles in professional bodies like the CIPR, PRCA, or IABC (International Association of Business Communicators).
Engaging in board-level training or non-executive director (NED) programmes to deepen understanding of corporate governance.
Continuous learning in emerging technologies, particularly AI, data analytics, and immersive communication platforms.
Mentoring rising talent within the communications industry, which helps to keep your own skills sharp and perspectives fresh.

12The rising capability

The rising capability

Zavmo analysis

What's rising in its place

This is where the work is heading, and the higher pay with it. Get fluent here and the shift stops being a threat and starts being your edge.

AI-Powered Strategic Storytelling & Personalisation

Our workforce is more diverse and distributed than ever. Generic, one-size-fits-all messages just won't cut it anymore. AI is quickly becoming essential for understanding individual employee preferences and delivering hyper-personalised, relevant content at scale, without losing the human touch. Our competitors are already experimenting with this.

Audience Segmentation & Micro-Targeting
Generative AI for Content Adaptation
Predictive Engagement Analytics
Ethical AI in Comms

13What you’ll use

What you’ll use

Skills this role draws on

Technical

Change Management Communications
Executive Communications & Ghostwriting
Narrative & Storytelling
Employee Engagement Measurement & Strategy
Internal Crisis Communications
Channel Strategy & Governance

14The pathway

The pathway

How you actually get there, here

How you become one varies far more by country than what one does. This is the UK route. Most people take one of these ways in; the right one depends on where you're starting from.

1
Global Head of External Communications / Chief Public Relations Officer
Often 5-10 years at a similar executive level in external relations.
Skills to master
- Deep understanding of media relations, investor relations, public affairs, and brand reputation management. The ability to translate external narrative needs into internal messaging, and vice-versa.
You're ready to move on when
- Proven success in managing global brand reputation and media crises.
- Strong relationships with key journalists, analysts, and industry influencers.
- Demonstrated ability to align external messaging with internal strategy.
- Experience advising the CEO and Board on public-facing communications.
2
Chief Marketing Officer (CMO) / Chief Brand Officer
Typically 5-10 years leading a large marketing or brand function.
Skills to master
- Expertise in brand strategy, consumer insights, digital marketing, and integrated campaigns. The ability to connect employee experience and internal culture directly to the external brand promise.
You're ready to move on when
- Track record of building and growing strong, recognisable brands.
- Deep understanding of customer journey and market segmentation.
- Experience leading large, multi-disciplinary marketing teams.
- Demonstrated ability to link internal culture to external brand perception.
3
Chief People Officer (CPO) / Chief Human Resources Officer (CHRO)
Around 5-10 years in senior HR leadership roles, with a strong focus on culture and employee experience.
Skills to master
- Deep knowledge of talent management, organisational development, employee relations, and HR compliance. A strong understanding of how communication drives engagement, culture, and talent retention.
You're ready to move on when
- Proven experience in large-scale organisational development and cultural transformation.
- Strong grasp of employee lifecycle and talent acquisition strategies.
- Demonstrated ability to influence and partner with executive leadership on people strategy.
- A clear track record of using communication to drive positive employee experience outcomes.

15Where this role leads

The long view: Experience advising senior leaders and shaping how an organisation communicates can open doors. It can lead to roles such as chief executive or board director, where communication sits at the centre of every decision.

The ten Future Fluencies

Zavmo analysis

The credential is what you can do today. These are what keep you valuable.

A qualification proves you can do the job as it's defined today. These ten are what decide whether you're still the obvious person for it in five years. They're the capabilities employers are now writing into senior roles faster than people are learning them. Zavmo weaves them through whatever you study, so you come out with both: the credential and the fluency.

The highlighted ones are the Fluencies your role leans on hardest, from how VP, Head of Internal & Executive Communications is actually changing.

How you would learn this

One to one, on the work you already do

A tutor sets the task against your own job and marks the reasoning, at your pace. There is no cohort to fall behind.

A lesson from Understanding How Public Relations Professionals Contribute to Internal Communications, worked against VP, Head of Internal & Executive Communications.

Understanding How Public Relations Professionals Contribute to Internal Communications Level 4

Applied to your work in VP, Head of Internal & Executive Communications

The objective of this unit is to provide learners with an understanding of how public relations professionals contribute to internal communications within an organisation. Learners will gain knowledge of the organisational context, the role of public relations in shaping internal communications strategies, and the channels used for internal communications.

How the thinking builds

1 Remember
2 Understand
3 Apply
4 Analyse
5 Evaluate
6 Create

An illustration of a Zavmo lesson, built from this role’s own route. The unit, its objective and every criterion above are the awarding body’s own words, not an example.

It is £70 a month, billed monthly. Your free first module is Future Fluency, and you can cancel any time.

See Your Progress Grow Illustration

VP, Head of Internal & Executive Communications

Change Management Communications
Executive Communications & Ghostwriting
Narrative & Storytelling
Employee Engagement Measurement & Strategy
Internal Crisis Communications
Channel Strategy & Governance

This is your Mind Palace on learn.zavmo.ai. Every skill above comes from this role's own record, not an example borrowed from another job. A node lights up when you evidence it, and what you build stays yours between jobs. That is the part a course cannot do.

16The detail, folded away

Everything else the record holds

The career branches in full, how AI is already showing up in the day-to-day, and the questions people ask about this job. Here when you want them, out of the way while you decide.

Where it leads next, rung by rung

Where it leads

The career path, and where it branches

VP, Head of Internal & Executive Communications is a start, not a ceiling. Each step below asks for new skills and hands back more autonomy.

Chief Executive Officer (CEO)
5-10+ years as VP/Head of Internal & Executive Communications, often combined with other C-suite experience.

This is the ultimate progression, moving from a functional leader to the ultimate enterprise leader.
- Strategic financial management and capital allocation.
- Global market expansion and competitive strategy.
- Product innovation and technology leadership.
- Legal and regulatory compliance across all business operations.
- Building and leading an entire executive team.
Non-Executive Director (NED) / Board Member
Often pursued concurrently or after a C-suite operating role, 3-5 years to secure first NED role.

Shifting from executive leadership to governance and strategic oversight.
- Financial literacy for board reporting and audit committee oversight.
- Understanding of executive compensation and remuneration committees.
- Cybersecurity governance and data privacy oversight.
- ESG (Environmental, Social, Governance) strategy and reporting.
- Succession planning for executive leadership.

Working with AI on the job

Working with AI

Where AI is starting to help

Let's be real, even at the C-suite, your time is precious. You're not just sending emails; you're shaping culture and advising the CEO. AI isn't here to replace you, but it's absolutely here to amplify your impact, freeing you up for the truly strategic work that only you can do.

Imagine having a super-smart assistant who can handle the grunt work, allowing you to focus on high-level strategy, building critical relationships with the Board, and navigating those complex political landscapes. That's what AI can do for a Head of Internal & Executive Communications. It's about getting more done, faster, and with greater precision, so you can focus on the big picture.

Board Update Automation

Use generative AI to create initial drafts of complex board updates, internal memos to the executive team, or even policy summaries for company-wide distribution. You'll provide the key points, and AI will give you a solid starting block, saving hours of drafting time.

Enterprise Sentiment Analysis

Feed thousands of open-text comments from global employee surveys, Slack channels, or internal forums into an AI tool. It'll instantly identify key themes, gauge sentiment (positive, negative, neutral), and flag emerging cultural issues, giving you actionable insights without manually sifting through mountains of data.

CEO Speech & Briefing Assistant

Use AI to summarise lengthy, complex documents – think board decks, engineering roadmaps, or detailed financial reports – into concise, compelling talking points and key messages for the CEO's speeches, investor calls, or internal town halls. It's like having a dedicated research analyst at your fingertips.

Global Tone & Accessibility Tuner

Run draft communications through an AI tool to check for inclusive language, analyse the reading level across different geographies, and adjust the tone for various audiences (e.g., more formal for a policy update, more inspirational for a CEO message). Ensure every message lands perfectly, everywhere.

Common questions

How do you become a VP, Head of Internal & Executive Communications?

Common routes in include Global Head of External Communications / Chief Public Relations Officer (Often 5-10 years at a similar executive level in external relations.), Chief Marketing Officer (CMO) / Chief Brand Officer (Typically 5-10 years leading a large marketing or brand function.) and Chief People Officer (CPO) / Chief Human Resources Officer (CHRO) (Around 5-10 years in senior HR leadership roles, with a strong focus on culture and employee experience.). Times vary with prior experience.

Where can a VP, Head of Internal & Executive Communications progress to?

This role can lead on to Chief Executive Officer (CEO) (5-10+ years as VP/Head of Internal & Executive Communications, often combined with other C-suite experience.) and Non-Executive Director (NED) / Board Member (Often pursued concurrently or after a C-suite operating role, 3-5 years to secure first NED role.), depending on the skills you build.

What new skills matter most for a VP, Head of Internal & Executive Communications?

Increasingly, AI-Powered Strategic Storytelling & Personalisation. These are the skills our record of this role lists as growing.

You're not behind. You're right on time. The shift is only just beginning. Your role won't look the same in two years. Be the one who leads the change, not the one it happens to. Start my free Data Fluency module What happens next: a free account, then we build your plan as you set up. No card. Build your plan, see your roadmap and meet the twelve tutors matched to you. All free. When you're ready to start learning, it's £70 a month, billed monthly. Cancel any time and billing stops.

VP, Head of Internal & Executive Communications

Where should we send it?

Two short quizzes about you

Will AI change your work as a VP, Head of Internal & Executive Communications?

What's rising in its place

AI-Powered Strategic Storytelling & Personalisation

Skills this role draws on

Technical

How you actually get there, here

Global Head of External Communications / Chief Public Relations Officer

Chief Marketing Officer (CMO) / Chief Brand Officer

Chief People Officer (CPO) / Chief Human Resources Officer (CHRO)

The credential is what you can do today. These are what keep you valuable.

Roles this leads to

One to one, on the work you already do

Everything else the record holds

The career path, and where it branches

Chief Executive Officer (CEO)

Non-Executive Director (NED) / Board Member

Where AI is starting to help

Board Update Automation

Enterprise Sentiment Analysis

CEO Speech & Briefing Assistant

Global Tone & Accessibility Tuner

Common questions

Want a read on where you stand?