The Antwi Group is seeking a strategic, organized, collaborative, and highly skilled Internal Communications Manager to develop and coordinate company-wide communications that keep employees informed, connected, and aligned with organizational priorities.
Working in coordination with Corporate Communications & Public Relations, Executive Office / Corporate Administration, Human Resources, Operations & Administration, and Executive Leadership, the Internal Communications Manager will manage communications intended primarily for employees and internal audiences across The Antwi Group.
The position will develop structured systems for communicating company updates, leadership messages, organizational changes, department announcements, policies, operational information, employee initiatives, major projects, business milestones, emergency information, and other company-wide matters.
As The Antwi Group expands across multiple businesses and departments, the Internal Communications Manager will help ensure employees receive accurate and timely information without creating unnecessary communication volume, conflicting messages, or confusion regarding authoritative company information.
The Manager will collaborate with department leaders throughout the organization while maintaining clear distinctions between internal communications, external public relations, marketing communications, Human Resources communications, and executive communications.
Key Responsibilities
- Develop the company’s internal communications strategy.
- Manage company-wide employee communications.
- Coordinate leadership communications.
- Develop internal communication calendars.
- Draft and edit company announcements.
- Coordinate organizational-change communications.
- Develop employee newsletters and updates.
- Manage internal communication channels.
- Coordinate department announcements.
- Support policy communications.
- Support employee engagement initiatives.
- Coordinate communications for major company projects.
- Develop internal communication templates.
- Maintain communication standards.
- Coordinate emergency and business-continuity communications.
- Support executive town halls and employee meetings.
- Develop internal editorial calendars.
- Monitor communication effectiveness.
- Collect appropriate employee feedback.
- Coordinate acquired-business integration communications.
- Maintain internal communication archives.
- Protect confidential and non-public company information.
- Ensure communications receive appropriate authorization.
- Support cross-department communication initiatives.
- Perform other related duties as assigned.
Internal Communications Framework
The company’s internal communications process may generally follow:
Identify → Plan → Draft → Review → Approve → Distribute → Measure → Improve
Internal Communications Strategy
The Manager will develop a structured approach for communicating with employees across the organization.
The strategy may address:
- Communication objectives
- Audiences
- Channels
- Frequency
- Ownership
- Approval requirements
- Measurement
- Feedback
Communication Categories
Internal communications may include:
- Company announcements
- Leadership messages
- Organizational updates
- Department announcements
- Policy communications
- Employee programs
- Operational notices
- Technology changes
- Business milestones
- Project updates
- Emergency communications
Audience Planning
Not every communication needs to reach every employee.
Audiences may include:
- All employees
- Specific departments
- Managers
- Leadership
- Project teams
- Specific locations
- Business units
- Other authorized groups
Audience Matrix
Communications may be organized as:
Message → Audience → Owner → Channel → Date → Approval
Communication Calendar
The Manager may maintain a company-wide internal communications calendar.
Calendar Information
The calendar may identify:
Communication → Department → Audience → Channel → Publication Date → Status
Communication Coordination
The calendar should help reduce:
- Conflicting announcements
- Excessive messaging
- Duplicate communications
- Poor timing
- Employee information overload
Leadership Communications
The Manager may support communications from Executive Leadership.
These may include:
- Company updates
- Strategic announcements
- Business milestones
- Organizational changes
- Employee messages
- Leadership priorities
Executive Message Development
A workflow may include:
Objective → Draft → Executive Review → Required Department Review → Approval → Distribution
Executive Voice
Communications drafted for executives should accurately reflect the approved message and should not falsely attribute statements or commitments to an executive.
Executive Office Coordination
The Manager will work with Executive Office / Corporate Administration concerning:
- Executive announcements
- Leadership schedules
- Company meetings
- Executive messages
- Strategic communications
Corporate Communications & Public Relations
The Internal Communications Manager will work closely with the existing Corporate Communications & Public Relations function.
The distinction should remain clear:
Internal Communications → Employees and internal organizational audiences
Corporate Communications & Public Relations → External corporate reputation, media, public communications, and broader stakeholder communications
Internal vs. External Information
Information appropriate for employees may not necessarily be appropriate for public distribution.
Confidential Information
Internal communications may contain non-public information concerning:
- Company operations
- Strategy
- Personnel
- Projects
- Financial matters
- Partnerships
- Transactions
Employees should be informed of confidentiality expectations where appropriate.
Company Announcements
The Manager may coordinate announcements involving:
- Organizational developments
- New departments
- Leadership changes
- Business milestones
- New systems
- Office changes
- Company initiatives
- Significant projects
Announcement Template
A communication may identify:
What Is Changing → Why → Who Is Affected → Effective Date → Required Action → Contact
Organizational Change Communications
Working with Human Resources, Executive Leadership, Project Management, and affected departments, the Manager may develop communication plans for organizational changes.
Change Communication Framework
Change → Reason → Impact → Timeline → Employee Action → Support
Change Communications
Potential changes may involve:
- Organizational restructuring
- New systems
- New policies
- Process changes
- Acquisitions
- Office changes
- Leadership changes
- New business operations
Change Accuracy
Communications should not be distributed until material information has received appropriate authorization.
Human Resources Communications
The Manager may work with Human Resources on communications involving:
- Benefits
- Workplace programs
- Employee initiatives
- Training
- Recruiting initiatives
- Workplace policies
HR Authority
Human Resources remains responsible for the substantive accuracy of employment-related information.
Employee Policies
Policy communications may be coordinated with:
- Corporate Policy & Governance
- Human Resources
- Legal & Business Affairs
- Responsible department owners
Policy Announcement
Communications may explain:
Policy → Effective Date → Who Is Affected → Key Requirement → Required Action → Where to Find Full Policy
Policy Interpretation
Internal communications should not unintentionally alter or replace the actual approved policy.
Employee Newsletter
The Manager may develop a recurring internal newsletter containing approved information such as:
- Company updates
- Employee achievements
- Project milestones
- Department highlights
- Upcoming events
- Training opportunities
- Operational reminders
Editorial Standards
Newsletter content should be:
- Relevant
- Accurate
- Professional
- Inclusive
- Appropriately authorized
Internal Editorial Calendar
The Manager may maintain:
Topic → Owner → Contributor → Draft Date → Publication Date → Status
Employee Meetings
The Manager may support:
- Town halls
- All-hands meetings
- Leadership presentations
- Department meetings
- Employee information sessions
Town Hall Support
Responsibilities may include:
- Agenda coordination
- Presentation preparation
- Employee communications
- Question collection
- Meeting logistics
- Follow-up materials
Employee Questions
Questions collected for leadership should be presented accurately without inappropriate manipulation of employee concerns.
Internal Communication Channels
Channels may include approved:
- Employee portals
- Intranet
- Collaboration platforms
- Newsletters
- Meetings
- Video
- Digital displays
- Other internal systems
Channel Selection
The Manager should select channels based on:
- Audience
- Urgency
- Sensitivity
- Message complexity
- Required employee action
Urgent Communications
Urgent messages should be clearly distinguishable from routine company communications.
Emergency Communications
The Manager may work with the Business Continuity & Resilience Manager, Security & Protective Services, Operations & Administration, IT & Digital Systems, Human Resources, and Executive Leadership during significant disruptions.
Emergency Communication Framework
Incident → Authorized Message → Audience → Channel → Update Frequency → Resolution
Life-Safety Communications
Emergency life-safety instructions should originate from appropriately authorized emergency, security, facility, or public-safety personnel.
Crisis Communications
Internal crisis communications should be coordinated with Corporate Communications & Public Relations and Legal & Business Affairs when external communications or significant legal considerations are involved.
Communication During Technology Outages
Business-continuity plans may establish alternate channels if normal communication systems are unavailable.
Department Communications
The Manager may help departments improve communications involving:
- Operational changes
- Projects
- Systems
- Procedures
- Events
- Employee initiatives
Department Ownership
Departments remain responsible for the substantive accuracy of their specialized information.
Cross-Department Communications
When communications affect several departments, the Manager may coordinate a single consistent message rather than allowing conflicting announcements.
Project Communications
Working with Project Management, the Manager may develop communication plans for significant company projects.
Project Communication Plan
A plan may identify:
Stakeholder → Information Needed → Owner → Channel → Frequency
Technology Communications
Working with IT & Digital Systems, the Manager may coordinate employee communications concerning:
- System launches
- Maintenance
- Service disruptions
- Application changes
- Technology procedures
Cybersecurity Communications
Working with Cybersecurity, the Manager may support communications concerning:
- Security awareness
- Phishing
- Authentication
- Security incidents
- Required employee actions
Technical cybersecurity instructions should be validated by qualified cybersecurity personnel.
Finance Communications
Employee communications involving payroll, expenses, or financial procedures should be validated by Finance & Accounting.
Legal Review
Legal & Business Affairs may review communications involving:
- Significant legal matters
- Litigation
- Regulatory matters
- Personnel matters
- Transactions
- Confidentiality
- Intellectual property
Privileged Information
Legally privileged information should not be incorporated into broad employee communications unless specifically authorized.
Corporate Development Communications
The Manager may support internal communications concerning:
- Acquisitions
- Investments
- New ventures
- Business integrations
Transaction Confidentiality
Potential transactions should not be communicated before appropriate authorization.
Acquisition Integration
Following an acquisition, the Manager may coordinate communications for employees of both organizations.
Integration Communications
Topics may include:
- Organizational structure
- Leadership
- Systems
- Policies
- Employee resources
- Integration timeline
- Business operations
Integration Communication Plan
Audience → Message → Timing → Owner → Channel → Follow-Up
Strategic Planning
The Manager may help communicate approved strategic priorities to employees.
Strategy Communications
Internal strategy communications should translate approved organizational priorities into understandable information without disclosing unnecessarily sensitive strategic details.
Employee Engagement
The Manager may support initiatives designed to improve employee awareness and organizational connection.
Engagement Activities
These may include:
- Employee updates
- Leadership visibility
- Department spotlights
- Employee recognition
- Company events
- Feedback opportunities
Employee Recognition
Recognition communications should be based on legitimate organizational information and appropriate approval.
Employee Feedback
The Manager may establish appropriate methods for collecting feedback concerning internal communications.
Feedback Methods
These may include:
- Surveys
- Polls
- Employee questions
- Manager feedback
- Communication analytics
Feedback Privacy
Anonymous feedback should not be represented as anonymous if the collection system actually identifies respondents.
Communication Measurement
The Manager may evaluate communication effectiveness using appropriate measures.
Potential Metrics
These may include:
- Email open rates
- Portal engagement
- Attendance
- Employee awareness
- Survey responses
- Required-action completion
Measurement Limitations
Metrics such as email opens should not automatically be interpreted as proof that employees understood a message.
Internal Communications Dashboard
Information may identify:
Communication → Audience → Channel → Reach → Engagement → Required Action
Knowledge Management
The Manager will work with the Knowledge Management & Documentation Manager to ensure employees can locate authoritative information after announcements are issued.
Communication vs. Documentation
An announcement tells employees what they need to know now.
Knowledge management ensures they can find the authoritative information later.
Corporate Policy & Governance
The Manager may coordinate with the Corporate Policy & Governance Manager when communicating:
- New policies
- Revised policies
- Governance changes
- Employee responsibilities
Quality & Continuous Improvement
Employee feedback concerning unclear communications may be used to improve communication processes.
Accessibility
Internal communications should be developed with reasonable accessibility considerations.
Plain Language
Messages should generally use clear language appropriate to the intended audience.
Multilingual Communications
Where business needs justify it, important communications may be translated.
Material translations should be reviewed appropriately before distribution.
Internal Brand Standards
Internal communications should maintain appropriate consistency with The Antwi Group’s corporate identity.
Marketing Coordination
Employee communications involving marketing campaigns or brand initiatives may be coordinated with Marketing.
Confidentiality Labels
Sensitive communications may include appropriate indicators such as:
- Internal
- Confidential
- Restricted
Labels alone do not replace appropriate technical access controls.
Distribution Lists
The Manager may help maintain accurate communication audiences.
Distribution Accuracy
Before sending sensitive information, the sender should verify that recipients are authorized to receive it.
Information Security
Internal communications should use approved company systems.
Personal Information
Protected employee, customer, applicant, or other personal information should not be included unnecessarily in broad internal communications.
Communication Records
The Manager may maintain:
- Communication calendars
- Approved announcements
- Templates
- Distribution records
- Editorial materials
- Communication plans
Records Retention
Communication records should be retained according to company policy and applicable requirements.
Artificial Intelligence & Internal Communications
Where approved, AI-assisted tools may support:
- Drafting
- Editing
- Summarization
- Translation preparation
- Content planning
- Administrative organization
AI-generated communications must receive appropriate human review before distribution.
Confidential personnel matters, privileged legal information, non-public transactions, proprietary financial information, customer data, credentials, trade secrets, executive communications, or other sensitive information should not be submitted to unapproved AI systems.
Accuracy & Verification
Material factual statements should be confirmed with the responsible department before distribution.
Corrections
If a material error is distributed, the Manager should coordinate a clear and timely correction.
Professional Integrity
The Internal Communications Manager must not knowingly:
- Publish false company information.
- Fabricate executive statements.
- Misrepresent organizational decisions.
- Conceal material corrections.
- Release confidential information without authorization.
- Manipulate employee feedback.
- Impersonate executives.
- Issue unauthorized company commitments.
- Alter approved messages in materially misleading ways.
- Distribute protected personal information improperly.
- Misrepresent rumors as confirmed information.
Professional Boundaries
The Manager coordinates internal communications but does not replace:
- Executive Leadership
- Human Resources
- Legal counsel
- Corporate Communications & Public Relations
- Department leaders
- Emergency responders
- Cybersecurity professionals
Cross-Department Collaboration
Executive Leadership — company direction and leadership communications.
Corporate Communications & Public Relations — communications strategy and external alignment.
Executive Office / Corporate Administration — executive communications.
Human Resources — employee communications.
Operations & Administration — operational communications.
Corporate Policy & Governance — policy communications.
Knowledge Management & Documentation — authoritative internal information.
Business Continuity & Resilience — disruption and continuity communications.
Security & Protective Services — emergency and security communications.
IT & Digital Systems — technology communications.
Cybersecurity — security communications.
Project Management — project communications.
Corporate Development — acquisition and integration communications.
Strategic Planning — strategy communications.
Legal & Business Affairs — legal review.
Marketing — brand coordination.
Qualifications
- Bachelor’s degree in Communications, Corporate Communications, Public Relations, Journalism, Business Administration, English, Marketing, Organizational Communication, or a related field preferred, or equivalent relevant professional experience.
- Several years of professional experience in internal communications, corporate communications, employee communications, public relations, organizational communications, journalism, or related work preferred.
- Excellent writing and editing skills.
- Strong understanding of audience-focused communication.
- Experience developing communication plans.
- Strong organizational and project-management skills.
- Ability to coordinate communications across multiple departments.
- Strong presentation and interpersonal skills.
- Ability to handle confidential information appropriately.
- Excellent attention to detail.
- High level of professionalism, integrity, discretion, and accountability.
Preferred Skills
Experience or training involving:
- Internal Communications
- Employee Communications
- Corporate Communications
- Executive Communications
- Change Communications
- Crisis Communications
- Employee Engagement
- Editorial Planning
- Intranet Content
- Communication Analytics
- Organizational Change
Relevant communications, public-relations, change-management, or related professional credentials may be beneficial but are not required.
Professional Expectations
The successful candidate should demonstrate:
- Exceptional communication
- Editorial judgment
- Organization
- Accuracy
- Collaboration
- Audience awareness
- Professional discretion
- Adaptability
- Creativity
- Responsiveness
- Integrity
- Confidentiality
- Accountability
- Strong follow-through
Career Development
A potential career path may include:
Internal Communications Manager → Senior Manager / Director of Internal & Employee Communications → broader Corporate Communications, Employee Engagement, Executive Communications, or Organizational Communications leadership
At The Antwi Group’s current scale, Internal Communications should remain one specialist management position, operating closely with the Corporate Communications & Public Relations Department rather than becoming another full department.
Location
Poconos, Pennsylvania
This position may operate through a combination of on-site and approved remote work depending on business requirements.
Company events, leadership meetings, acquisitions, employee meetings, emergencies, production activities, or other responsibilities may occasionally require domestic travel and evening, weekend, or irregular-hour availability.
Employment Type
Full Time
Department
Corporate Communications & Public Relations / Internal Communications
Reports To
Director / Manager of Corporate Communications & Public Relations
About The Antwi Group
The Antwi Group is a growing organization operating across creative, entertainment, media, and related business sectors. Our teams bring together creative talent, technical expertise, management, financial discipline, technology, production, operations, strategy, corporate development, risk management, communications, and business development to build projects and opportunities designed for long-term growth.
Application
Interested candidates should submit an application outlining their education and experience in internal communications, employee communications, corporate communications, public relations, organizational communications, change communications, journalism, or related professional work.
Applicants may also be asked to provide a résumé/CV, professional references, relevant certifications, and examples of internal communication plans, newsletters, employee campaigns, executive communications, change communications, or other professional materials they created and are legally permitted to share.
Applicants should not submit confidential executive communications, protected employee information, privileged legal materials, non-public transaction information, proprietary financial information, customer information, credentials, trade secrets, unreleased company announcements, or materials belonging to current or previous employers, clients, or business partners that they are not authorized to disclose.
The Antwi Group is an equal opportunity employer. We consider qualified applicants without regard to characteristics protected by applicable law.