Lead Employee Communications and Digital Experience

About GlobalFoundries:

GlobalFoundries (GF) is a leading manufacturer of essential semiconductors that enable AI at scale, from the cloud to the physical world. We partner closely with our customers to deliver differentiated, power‑efficient, high‑performance solutions for high‑growth markets.

Across our global footprint in the United States, Europe and Asia, our teams are solving complex challenges that shape the future of technology. At GF, you’ll find the opportunity to make an impact, work with world‑class talent and contribute to a more secure, sustainable future. For more information visit gf.com.

Summary of Role:

GlobalFoundries is seeking a senior communications leader to drive employee communications and the digital employee experience at scale. This role is responsible for how the company communicates with employees across critical business, people and operational priorities, ensuring leaders and managers can deliver clear, consistent and actionable messages across the organization.

The role leads the strategy and evolution of GF’s intranet and employee platforms, strengthening how information is structured, accessed and used. It also serves as a key communications partner to HR and Finance, supporting engagement on total rewards, talent, learning and business performance with communications that are clear, credible and aligned to company priorities.

In addition, the position leads site communications for Austin. This role is designed for an experienced communicator who combines strong writing with systems thinking, digital fluency and a practical approach to scaling communications through modern platforms and AI-enabled capabilities.

Essential responsibilities :

Intranet and digital employee experience

• Lead the strategy and evolution of GF’s intranet and digital employee experience in partnership with HR and IT.

• Define and maintain information architecture, content standards and governance to improve usability, findability and overall engagement.

• Oversee content management and publishing discipline across internal channels to ensure consistency, quality and relevance.

• Integrate modern capabilities, including AI ‑ supported search, content recommendations and assisted authoring, to make information easier to access and use.

• Manage and develop the intranet platform lead, providing clear direction on priorities, roadmap and performance expectations.

• Advance communications enablement through improved structures, workflows and platform capabilities that support scale.

Employee communications and HR partnership

• Serve as the communications partner to HR for companywide employee communications related to total rewards, benefits & wellness, talent management, learning and other enterprise people initiatives.

• Develop and execute clear, consistent communication strategies that help employees understand programs, decisions and changes that affect their experience at GF.

• Partner closely with HR leadership to translate complex policies and programs into accessible, actionable communications for employees and managers.

• Drive scalable manager communications through clear frameworks, templates and guidance that improve consistency and effectiveness across the organization.

• Ensure communications are timely , accurate and aligned with company narratives and employee experience priorities.

Executive communications: CFO

• Partner with the CFO to develop clear, credible internal communications related to business performance, strategy and priorities.

• Create executive materials including talking points, presentations, scripts and written updates for employee ‑ facing forums.

• Translate complex financial information into content that is relevant and understandable for a broad employee audience.

• Provide counsel on clarity, tone and timing for high ‑ visibility or sensitive communications.

Site communications: Austin

• Lead site communications for the Austin location, working closely with site leadership and enterprise communications.

• Plan and execute communications for site priorities and engagement.

• Ensure strong alignment between site communications and broader company messaging while remaining responsive to local needs.

Communications enablement and scale

• Lead the development of scalable communication capabilities that enable leaders and teams to communicate effectively with employees.

• Design and deploy practical tools, templates and workflows that improve consistency, reduce manual effort and increase speed of execution across employee communications.

• Apply AI ‑ enabled solutions to support content creation, editing, summarization and personalization, with a focus on real ‑ world adoption and measurable impact.

• Establish clear standards and guidance for responsible AI use in communications, ensuring outputs meet GF expectations for accuracy, tone and clarity.

• Continuously improve enablement tools and approaches based on adoption, feedback and communication effectiveness.

Execution, judgment and influence

• Operate independently across a range of stakeholders, using sound judgment to prioritize and deliver high ‑ quality communications.

• Influence cross ‑ functional partners through expertise , strong relationships and execution excellence.

• Maintain a high bar for writing quality, consistency and attention to detail.

• Use feedback and analytics to continuously improve communication effectiveness.

Other Responsibilities:

• Perform all activities in a safe and responsible manner and support all Environmental, Health, Safety & Security requirements and programs.

Required Qualifications:

• Bachelor’s degree in communications, journalism, public relations or a related field.

• 8+ years of experience in employee, internal or enterprise communications within complex organizations.

• Experience partnering closely with HR on employee communications, including total rewards or talent ‑ related topics.

• Strong writing, editing and editorial judgment.

• Experience supporting senior leaders with executive communications.

• Experience working with intranets or digital employee platforms, including content management and governance.

• Familiarity with AI ‑ enabled tools for communications or digital experience.

• Ability to simplify complex topics and communicate them clearly to broad audiences.

Preferred Qualification:

• Experience in technology, manufacturing or semiconductor environments.

• Experience designing or managing information architecture for digital platforms.

• Experience supporting site ‑ based or distributed workforces.

• Experience applying automation or AI to scale communications.

• Experience supporting periods of change, transformation or enterprise initiatives.

Why this role matters

This role shapes how employees experience and understand the programs, decisions and priorities that define GlobalFoundries. By strengthening HR communications, advancing the digital employee experience and building scalable communication capabilities, the role helps create clarity, consistency and connection across the organization.

Expected Salary Range

$105,000.00 - $189,000.00

The exact Salary will be determined based on qualifications, experience and location.

If you need a reasonable accommodation for any part of the employment process, please contact us by email at View email address on click.appcast.io and let us know the nature of your request and your contact information. Requests for accommodation will be considered on a case-by-case basis. Please note that only inquiries concerning a request for reasonable accommodation will be responded to from this email address.

An offer with GlobalFoundries is conditioned upon the successful completion of pre-employment conditions, as applicable, and subject to applicable laws and regulations.

GlobalFoundries is fully committed to equal opportunity in the workplace and believes that cultural diversity within the company enhances its business potential. GlobalFoundries goal of excellence in business necessitates the attraction and retention of highly qualified people. Artificial barriers and stereotypic biases detract from this objective and may be illegally discriminatory.

All policies and processes which pertain to employees including recruitment, selection, training, utilization, promotion, compensation, benefits, extracurricular programs, and termination are created and implemented without regard to age, ethnicity, ancestry, color, marital status, medical condition, mental or physical disability, national origin, race, religion, political and/or third-party affiliation, sex, sexual orientation, gender identity or expression, veteran status, or any other characteristic or category specified by local, state or federal law