About Queen's University
Queen’s University is the Canadian research intensive university with a transformative student learning experience. Here the employment experience is as diverse as it is interesting. We have opportunities in multiple areas of globally recognized research, faculty administration, engineering & construction, athletics & recreation, power generation, corporate shared services, and many more.
We are committed to employment equity and diversity in the workplace and welcome applications from individuals from equity seeking groups such as women, racialized/visible minorities, Indigenous/Aboriginal peoples, persons with a disability, persons who identify in the LGBTQ+ community and others who reflect the diversity of Canadian society.
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Job Summary
Application Instructions:
For this recruitment, Queen's has partnered with the Griffith Group Executive Search firm. If interested in being considered, please apply directly to Griffith’s Group by emailing your cover letter and resume to Jane Griffiths at [email protected]. Please include "Senior Director, Internal Communications - Queen's University" in the subject line of your email.
External posting link:
https://griffithgroup.ca/queens-university-senior-director-internal-communications/
The Senior Director, Internal Communications is responsible for leading and continually elevating the internal communications function at Queen’s University. This senior leadership role is responsible for advancing the strategic development and impact of internal communications across the university, leading the development and implementation of an enterprise internal communications strategy and governance framework, in alignment with the AVP, Integrated Communications and VP, University Relations.
As part of the central communications senior team, and reporting to the AVP Integrated Communications, with a dotted line to the VP, University Relations, the Senior Director, Internal Communications will play an integral role in designing and executing Queen’s central internal communications function, developing strategic communication plans that organize and prioritize communication for Queen’s faculty and staff ensuring members are connected to the institution’s strategic initiatives, purpose, mission and values.
Central to the role is the design and stewardship of an integrated internal communications system that works across the entire university. This includes establishing and convening a cross-campus Internal Communications Working Group – a community of practice with representation from faculties and shared services. The Senior Director serves as a champion and enabler.
The Senior Director works closely with the Principal’s and Provost’s offices, central Human Resources’ leadership, faculty communications leads and shared service portfolios to build readiness and ensure internal communications serve as an engine for Queen’s reputation and brand, employee experience and institutional performance.
The Senior Director sets the framework for internal and leadership communications, working in close coordination with fellow University Relations leaders to ensure integration of content, messaging and approach across the institution.
Job Description
KEY RESPONSIBILITIES
Strategic Communication
- Lead the development and implementation of the university’s internal communications strategy, serving as a senior strategic advisor to institutional leadership, providing expert counsel to senior administrators, deans and leaders on how to communicate effectively with faculty and staff particularly during periods of change and transformation.
- Lead the development, planning, and execution of internal communication strategies tailored
specifically to Queen’s operational priorities, workforce needs, and cultural context. Ensure
alignment with the university’s purpose, mission, vision, values.
- Proactively identify communication needs, opportunities, and risks. Provide strategic counsel on messaging, timing, tone, and change management.
- Facilitate strategic integration across internal communications, marketing and brand, external
communications, and Human Resources to ensure coherent institutional messaging.
- Lead the translation of institutional priorities into coordinated internal communications strategies across faculties and shared services.
- Act as back-up during the AVP, Integrated Communications’ absence, providing leadership and representing Integrated Communications in the university community.
Infrastructure and Channel Development
- Establish and convene the Internal Communications Working Group as a community of practice, providing strategic coordination, shared toolsets and aligned approaches across the campus-wide communications community.
- Oversee the introduction of new internal communications platforms and channels.
- Enable and equip leaders and managers to fulfil their role as internal communicators by providing strategic counsel, coaching and developing practical resources.
Internal Communications Governance
- Establish and steward university-wide internal communications frameworks, standards and
practices, in alignment with the AVP, Integrated Communications and VP, University Relations.
- Provide strategic guidance to faculties and shared services to support alignment with institutional priorities, ensuring a coordinated and consistent approach to internal communications across the university.
- Convene and lead governance forums, including the Internal Communications Working Group, to support shared planning, prioritization and integration of messaging across units.
- Resolve conflicts in messaging, prioritization and communication sequencing across the university.
Content Strategy, Storytelling and Engagement
- Develop compelling, relevant content across multiple formats, including email, internal channels, video, presentations, town halls/forums, and leader toolkits. Maintain a Queen’s focused internal communications editorial calendar and coordinate with strategic, research, and external communications for alignment.
- Lead the development of a distinctive internal voice for Queen’s that reflects the faculty and staff experience, fostering connection, belonging and institutional pride.
- Design and implement deliberate listening, engagement and feedback mechanisms, including
consultations, conversations, co-creation opportunities and community-building initiatives that
surface insights and inform strategy.
Coherence, Alignment and Change Readiness
- Strengthen institutional coherence by ensuring internal communications reinforce a unified sense of purpose, shared values and strategic direction across faculties and shared services.
- Build institutional change readiness by providing proactive, strategic communications that help faculty and staff navigate transformation with clarity, trust and resilience
- Provide strategic and tactical communications advice, guidance and coaching to campus partners navigating change initiatives, including understanding the landscape of a unionized environment.
- Work closely with senior administrators, faculty leaders and shared service units to ensure cohesive and coordinated messaging that connects meaningfully at both the institutional and local levels (i.e. faculties and shared services).
- Operational Coordination & Execution. Identify communication needs for initiatives across HR and other functions and consult in the development of communication strategies for programs related to health and safety, culture, engagement, events, and change initiatives.
Measurement and Continuous Improvement
- Lead consultations with Queen’s team members, frontline supervisors, and leaders to support
continuous improvement.
- Establish key performance indicators and an evaluation framework to assess the effectiveness of internal communications strategies and their contribution to institutional outcomes including
engagement, alignment and brand.
- Monitor performance across channels, campaigns and engagement initiatives, using audience
research, data analytics and faculty/staff feedback to identify opportunities for improvement.
- Lead consultations with communications leaders across the Queen’s ecosystem and implement new approaches, tools and formats for engaging faculty and staff, informed by evolving best practices in internal communications and higher education.
Change Leadership and Team Development
- Lead and support the team in delivering strategic internal communications that enable institutional change, including planning for and responding to complex or sensitive initiatives.
- Plan, prioritize and manage the work of team members, providing strategic and tactical advice, guidance and coaching. Identify the need for staff resources, participate on staffing committees and make effective recommendations regarding employee selection.
- Manage performance by establishing performance standards, reviewing and evaluating
performance, and conducting formal performance reviews on an ongoing basis.
- Assess staff training and development needs and ensure that employees receive training required to improve and sustain successful performance.
- Support the professional growth, resilience and performance of staff through ongoing coaching and development opportunities, including building change communications capability.
- Investigate, address and resolve employee/labour relations issues, including disciplinary matters. Make decisions or effective recommendations on matters involving discipline, discharge and probationary termination.
REQUIRED QUALIFICATIONS
- University degree in communications, organizational development, change management or a
related field. A graduate degree or professional designation in communications, organizational
change or leadership is considered an asset.
- A minimum of ten years of progressive experience in strategic communications, with significant dedicated experience in internal communications within a complex, multi-stakeholder environment.
- Experience with unionized environments is considered an asset.
- Demonstrated experience building or transforming an internal communications function, including developing plans and strategies, operating models and governance frameworks
- Recognized expertise in internal communications best practices, with a deep understanding of content strategy, storytelling, engagement and culture building.
- Proven track record in working through influence in a decentralized operating environment, building alignment without direct authority.
- Demonstrated ability to serve as a trusted strategic advisor to senior leaders, providing counsel on communication, engagement and change readiness.
- Expertise in developing and delivering comprehensive training in internal communications
considered and asset.
- Strong management, team-building and coaching skills, with a proven track record in project
management and partner engagement.
- Demonstrated success working in and navigating large, matrixed organizations with a high degree of professionalism, and judgment.
SPECIAL SKILLS
- Strong leadership skills, particularly in driving results through influence, strong relationships and community-building rather than only through direct authority.
- Ability to think and act strategically, creatively and dynamically in a high-pressure work
environment.
- Strong communications and relationship building skills at an executive level, demonstrating
strong judgement, integrity and the ability to deliver a challenge function.
- An intrapreneurial mindset and ability to initiate ideas and execute projects effectively and
efficiently.
- Exceptional judgement to ensure clear and timely understanding of complex/sensitive issues. Ability to assimilate information quickly and accurately.
- Strong organizational, problem solving and project management skills. Ability to effectively prioritize and coordinate multiple resources and projects, while remaining focused on key objectives and consistently delivering high-quality solutions according to required timelines.
- Proven success in gathering employee feedback and using insights to shape communication
strategies.
- Comprehensive understanding, experience, and judgement with issues management including risk/benefit analysis, with the ability to provide informed, evidence-informed options.
- Demonstrated acumen, strategic insight and the ability to understand dynamic patterns or issues shifting in real time.
- Strong analytical thinker, able to recognize and understand complex issues and their implications on image and reputation.
- Proven ability to anticipate and understand the needs of diverse partners within and beyond
University Relations, with a focus on operational excellence.
- Applies best practices in diversity and inclusion practices, strategies, policies, and is a role model for inclusive and culturally competent behaviour.
- Analytical and interpretive skills with the ability to synthesize information from a wide variety of sources and conceptualize workable solutions.
- Negotiates effectively while balancing competing demands and articulates and recommends
approaches to resolution including conflict.
- Superior communication (both verbal and written) skills; exceptional competency in public speaking with diverse groups of people, adapting content, tone, medium and style to the audience to ensure inclusivity
- Excellent interpersonal and consulting skills, with the ability to interact, collaborate, influence and negotiate effectively with individuals with diverse backgrounds and levels.
- Demonstrated leadership as a role model for inclusive, respectful communication in a workplace dedicated to diversity and inclusion.
- Ability to establish credibility with senior professionals by demonstrating integrity, professionalism, confidence, tact, and compassion.
- Proven expertise in guiding and coaching people and teams through periods of change while
ensuring that goals are being achieved as planned.
- Political acumen, tact and sensitivity to recognize and deal with potential issues, internal and
external.
- Creative thinker - ability to evaluate and propose new initiatives and improve existing ones.
- Highly organized with the ability to coordinate multiple initiatives simultaneously while navigating shifting priorities.
DECISION MAKING
- Determine the strategic approach, priorities and execution of the Internal Communications Strategy in alignment with institutional goals and the direction of the AVP, Integrated Communications.
- Assess options and actions based on trends in internal communications, organizational context, and the vision and values of the university.
- Determine priorities and approach for the Internal Communications Working Group, including the coordination of messaging and initiatives across faculties and shared services.
- Translate institutional priorities into coordinated internal communications strategies and
approaches to senior leadership for alignment and implementation across the university.
- Assess issues/priorities and provides expert guidance to senior administrators and other staff on crisis/issues management and strategic planning issues.
- Establish an internal communications channel strategy, including rationalization, investment and innovation.
- Review and recommend content for institutional communications, publications and presentations for internal audiences.
- Determines how to protect and enhance Queen’s University’s reputation and image in all marketing and communications strategies, content, events, objectives, and crisis/issues management.
- Determine when to advise the AVP and VP of situations that may impact institutional reputation, alignment or trust, and formulate recommendations for action.
- Exercises judgment on the optimum strategic use and when to involve University Relations Senior leadership team, senior administration in new initiatives or on issues that require decisions.
- In conjunction with the AVP, Integrated Communications and VP, University Relations, and senior leadership in communications and marketing, determine university-wide internal communications strategies, working collaboratively to develop and delegate execution of integrated messaging.
- Plan, implement and evaluate project objectives and determine action plans to meet goals and priorities.
- Evaluate job candidates and make effective recommendations on suitable hires.
- Make decisions and/or effective recommendations regarding transfers and promotions.
- Evaluate employee performance and decide on appropriate training or coaching to address
performance gaps, or remedial action for staff disciplinary situations.
- Assess investigation outcomes of grievances and make effective recommendations on appropriate course of action.
- Make effective recommendations on level of discipline up to discharge and probationary
termination.
Employment Equity and Accessibility Statement
The University invites applications from all qualified individuals. Queen's is strongly committed to employment equity, diversity, and inclusion in the workplace and encourages applications from Black, racialized persons, Indigenous people, women, persons with disabilities, and 2SLGBTQI+ persons. In accordance with Canadian Immigration requirements, priority will be given to those who are legally eligible to work in Canada.
The University provides support in its recruitment processes to all applicants who require accommodation due to a protected ground under the Ontario Human Rights Code, including those with disabilities. Candidates requiring accommodation during the recruitment process are asked to contact Human Resources at [email protected].
