Enterprise Operations Executive Communications Manager

Enterprise Operations Executive Communications Manager Description - TheEnterprise Operations Executive Communications Managerenables Enterprise Operations leaders to successfully deliver enterprisescalenarrativesby driving clear, credible, andoutcome‑focusedcommunications and change strategies. Reporting to the Enterprise Operations Chief of Staff, this role ensures thatour strategicpriorities across Supply Chain and Digital organizations are understood, adopted, and sustained—internally across HP and externally with key stakeholders as needed. Partnering closely with the Enterprise Operations Communications Director in Corporate Affairs, this role translates strategy, operating model changes, and transformation initiatives into aligned narratives, executive messaging, and engagement experiences that accelerate adoption, reduce execution risk, andmaintaintrust during change. Key Outcomes & Responsibilities 1. Executive Communications & Strategic Messaging Outcome: Enterprise Operations leaders consistently communicate priorities, decisions, and progress with clarity and credibility. Lead executive communications for senior Enterprise Operations leaders, including presentations, leadership messaging, town halls, and organizational announcements. Translate enterprise strategy, operational priorities, and transformation initiatives into concise, executive-ready narratives. Provide editorial oversight to ensure consistency, accuracy, and alignment withHP and EOmessaging standards. Coach leaders and communicators on executive presence, storytelling, and message discipline. 2. Transformation Communications & Change Enablement Outcome: Enterprise Operations transformation initiatives are understood, adopted, and sustained across HP and with external stakeholders whererequired. Lead communications and change strategies for Enterprise Operations transformations, including operating model changes, digital enablement, supply chain evolution, and enterprise initiatives. Translate complex change into clear “why / what / how / what gets better” narratives for leaders, employees, and partners. Design hierarchical change communications that enroll senior leaders first and cascade through the organization with consistency. Partner with Transformation PMOs to align communications with change plans, milestones, and adoption of metrics. Develop external facing narratives, executive messaging, and stakeholder communications (e.g., suppliers, partners, customers) in coordination with Corporate Affairs when transformation impacts extend beyond HP. Establish feedback loops tomonitoradoption, resistance, and engagement, and adjust communications strategies accordingly. 3. Operational, Crisis & Incident Communications Outcome: Enterprise Operationsmaintainstrust and alignment during disruptions, escalations, and high-risk operational events. Own communications preparedness and response for operational incidents, including supply disruptions, customer impacts, cybersecurity events, and business continuity scenarios. Develop andmaintaincommunicationofplaybooks, escalation protocols, and response frameworks. Partner with Corporate Affairs, Legal, Sales, and Operations to ensure coordinated andtimelycommunications. Advise leaders on tone, timing, and transparency during periods of uncertainty. 4. Employee Engagement & Organizational Alignment Outcome: Employees understand Enterprise Operations priorities and remain engaged through transformation and change. Design and deliver engagementcommunicationsstrategies that reinforce enterprise priorities, leadership visibility, and a One Enterprise Operations culture. LeadEOleaderAll Employee Meetings, All Manager Meetings, Site Townhalls, leadership forums, and engagement campaigns. Partner with HR and Transformation teams to align communications with change adoption and workforce initiatives. Use employee feedback and engagement data to inform communication strategies and follow-through. 5.People & Vendor Leadership Outcome: A high performing team and vendor ecosystem consistently deliversexecutive‑levelwork. Lead and develop a small team of executive communicators and engagement professionals. Set clear priorities, expectations, and development plans. Own the Enterprise Operations communications operating model, including intake, prioritization, governance, and quality standards. Create a culture of excellence, innovation, and continuous improvement in communications, engagement, and event delivery Establish clear operating rhythms, SLAs, and performance metrics. Drive adoption of modern tools, automation, and AI to improve speed, consistency, and efficiency. Manage departmental resources, budgets, and project timelines to ensureoptimalallocation and delivery of key initiatives according to published schedules Track and report communication effectiveness, capacity, and outcomes. Manage agencies and vendors with accountability for quality, cost, and delivery. 6.Executive Programs & Enterprise Events Outcome: Highvisibility Enterprise Operations events drive alignment, momentum, and leadership effectiveness. Lead communications strategy and content for major Enterprise Operations events, includingOneEOand Supplier Summit Oversee executive messaging, visual storytelling, and pre‑and postevent communications. Ensure events are aligned to strategic priorities and deliver measurable engagement outcomes. What Great Looks Like Transformation leaders rely on this role toderiskexecution through communication, not just inform. Change narratives are clear, consistent, and repeated—reducing confusion and resistance. Employees can articulate why changes are happening and what improves as a result. External stakeholders receivetimely, aligned messaging when transformationimpactsthem. Executive communications reinforce operating discipline and desired behaviors. Adoption risks areidentifiedearly through listening and feedback loops. Communications delivery scales through strong systems and AI leverage, not heroics. Scope & Operating Context Reporting Line: Reports directly to the Enterprise Operations Chief of Staff. Strategic Partnership: Works in close partnership with the Enterprise Operations Communications Director (Corporate Affairs) to ensure enterprise alignment, governance, and risk management. Primary Stakeholders: Enterprise Operations ELT, Supply Chain and DigitalLeaders, Corporate Affairs, HR, Transformation PMOs, Sales. Decision Authority: Owns Enterprise Operations transformation communications strategy, operating model, prioritization, and quality standards. Environment: Highly matrixed, transformationintensive, executivefacing enterprise organization. Required Qualifications Bachelor’sdegree incommunications, Business, Marketing, or related field. 8–12+ years of experience in executive communications, transformation communications, or change enablement. Exceptional executive writing and storytelling/visual storytellingskills. Ability to lead, motivate, and develop high-performing teams; proven talent development (coaching, mentoring, succession planning)/ Demonstrated success supporting large-scale organizational transformation. Ability to manage competing priorities in a fast-paced environment. Experience designing and executing change communications strategies. Strong judgment in highambiguityandhighvisibility environments. Proven vendor management experience. High levelsof tact, diplomacy, and ability to handle sensitive issues. Preferred / Differentiating Qualifications Experience supporting Supply Chain, Digital/IT, COO, CIO, or CTO organizations. Fortune 500 or highly matrixed global experience. Formal change management experience (e.g.,Proscior equivalent). Background in change management, operational excellence, or transformation programs. Demonstrated use of AI and automation to scale communications effectiveness. Advancedproficiencywith Microsoft 365 (Teams, SharePoint, PowerPoint, Copilot). Tools, Technology & Ways of Working Microsoft 365 ecosystem, including Copilot and SharePoint. Workflow and planning tools (e.g., Smartsheet, Power Automate). AI‑enabledcontent development and analytics. Data‑drivenplanning, prioritization, and performance tracking. Pay and Benefits The base pay range for this role is $146,650 to $225,850 annually with additional opportunities for pay in the form of bonus and/or equity (applies to US candidates only). Pay varies by work location, job‑related knowledge, skills, and experience. Benefits: HP offers a comprehensive benefits package for this position, including: Health insurance Dental insurance Vision insurance Long term/short term disability insurance Employee assistance program Flexible spending account Life insurance Generous time off policies, including; 4-12 weeks fully paid parental leave based on tenure 11 paid holidays Additional flexible paid vacation and sick leave (US benefits overview) The compensation and benefits information is accurate as of the date of this posting. The Company reserves the right to modify this information at any time, with or without notice, subject to applicable law. Job - Business Planning Schedule - Full time Shift - No shift premium (United States of America) Travel - Relocation - No Equal Opportunity Employer (EEO) - HP, Inc. provides equal employment opportunity to all employees and prospective employees, without regard to race, color, religion, sex, national origin, ancestry, citizenship, sexual orientation, age, disability, or status as a protected veteran, marital status, familial status, physical or mental disability, medical condition, pregnancy, genetic predisposition or carrier status, uniformed service status, political affiliation or any other characteristic protected by applicable national, federal, state, and local law(s). Please be assured that you will not be subject to any adverse treatment if you choose to disclose the information requested. This information is provided voluntarily. The information obtained will be kept in strict confidence. 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