Locations: Norwalk, CT | New York City | Boston | Charlotte | Chicago | Austin

Working Environment: Hybrid

FactSet creates flexible, open data and software solutions for over 170,000 investment professionals around the world, providing instant anytime, anywhere access to financial data and analytics that investors use to make key investment decisions. As a globally inclusive community unified by the FactSet spirit of going above and beyond for each other, we enable our people to bring their whole selves to work and to join in, be heard, contribute, and grow. 

  

As the Human Resources Senior Communications Manager, you will deepen FactSetters’ understanding of the benefits, resources, and support we deliver at every stage of their career, help leaders be ambassadors of our unique and vibrant culture, and reinforce our values as the foundation for all we do. You will be responsible for developing and executing comprehensive communication strategies to promote compensation transparency, enhance employee engagement, and foster a positive workplace culture in support of the company’s strategic goals. You will work closely with HR’s senior leadership to coordinate communication initiatives while ensuring alignment with both internal and external messages across the global organization. 

 

Responsibilities: 

Strategy and counsel: Partner with the global HR leadership team and subject matter experts to develop and execute a holistic internal communications strategy that supports all HR functional objectives and enhances employee engagement. Build a deep understanding of key employee programs and processes to effectively craft communication strategies and materials, covering areas such as Chief People Officer (“CPO”) visibility, Compensation and Benefits, Learning & Development, Wellbeing, Talent Acquisition, rewards and recognition, HR operations, and Organizational Effectiveness & Employee Engagement. 

HR communications calendar: Own and maintain an HR communications calendar to ensure communication is streamlined and effective between HR and the rest of the organization.  

Leadership communications: Develop a communications strategy and resources to improve people managers’ communication skills, ensuring consistent messaging and effective tools. Collaborate with executives, senior leaders, and managers to craft key internal messages, announcements, and presentations, translating high-level strategies into messages that engage and resonate with employees. 

Communications coaching: Provide communication guidance and training to leaders and managers to improve clarity, consistency, and employee connection. 

Messaging and content creation: Develop engaging and informative content for various internal communication channels, including newsletters, intranet, emails, town halls, presentations, video, and multimedia, ensuring messages are clear, concise, and relevant. Collaborate with global editorial team to align HR messaging with CEO and corporate messaging, as well as business and regional communications. 

Employee engagement: Leveraging communication strategy, design communications to increase employee morale, recognition, and engagement based on annual engagement survey results, focus groups, and other feedback channels. 

Change management: Drive communication strategies for organizational changes to ensure timely, transparent messaging that supports smooth transitions and foster employee alignment during transformations, reorganizations, and other major business change events. 

Crisis communication: Serve as a key member of the Global Incident Management Team, developing and executing internal communication strategies during crises to keep employees informed, aligned, and engaged. Lead communications for major organizational changes, leadership announcements, and business continuity events, ensuring clear, timely updates that support employee stability and trust. 

Collaboration: In addition to working closely with Internal Communications and Marketing teammates, work with CPO, global HR leaders, and other departments to ensure consistent and effective communication across the organization. 

Measurement and analysis: Monitor and evaluate internal communications effectiveness using key metrics and feedback to drive continuous improvements, ensuring alignment with employee needs and organizational changes. 

Global consistency with local relevance: Ensure messages resonate with diverse employee populations worldwide, adapting content and channels to address regional nuances while maintaining alignment with overarching strategies. 

 

Qualifications: 

Education: Bachelor’s degree in Communications, Human Resources, Business Administration, or a related field. 

Experience: Minimum of 10 years of experience in internal communications, employee engagement, or a related field, with at least 3 years in a leadership role. Human Resources communications experience a plus. 

Skills: 

Excellent writing, editing, and verbal communication skills Strategic thinking and problem-solving skills Executive presence and presentation skills Ability to work collaboratively with cross-functional teams Experience in change management and crisis communication Strong leadership and team management abilities Proficiency in using communication tools and platforms (SharePoint, Staffbase, PowerPoint) 

 

Leadership Behaviors: 

Enterprise mindset 

Courage and decisiveness 

Outside-in, market-focused 

Executive presence  

Influencing skills 

Balances strategic/tactical 

Builds collaborative & trusting relationships 

Embraces and drives strategic change 

 

Personal Attributes: 

Empathetic: Ability to understand and address employee concerns and needs. 

Flexible: Adjust strategies and messaging in response to changing organizational needs. 

Analytical: Quickly assess communication effectiveness and make data-driven decisions. 

Coaching and democratic: Drives consensus through participation and developing people. 

Affiliative: Encourages open communication and feedback, builds bonds, develops people. 

Influencing: Serve as trusted advisor to CPO and global HR leadership team. 

The budgeted base salary range for this position in the state of Connecticut is $125,000 - $150,000. Applicants must be legally authorized to work in the United States without the need for employer sponsorship, now or at any time in the future.  

Company Overview: 

FactSet Research Systems Inc. is a global provider of integrated financial information, analytical applications and industry-leading services for the investment and corporate communities. As a publicly traded company (NYSE:FDS | NASDAQ:FDS) recently added to the S&P 500 index, FactSet delivers superior content, analytics, and flexible technology to help more than 170,000 users see and seize opportunity sooner. For over 40 years, the company has served financial professionals, which include portfolio managers, investment research professionals, investment bankers, risk and performance analysts, wealth advisors and corporate clients.  FactSet gives our clients the edge to outperform with informed insights, workflow solutions across the portfolio lifecycle, and industry-leading support from dedicated specialists.  

At FactSet, we celebrate diversity of thought, experience, and perspective. We are committed to disrupting bias and a transparent hiring process.  All qualified applicants will be considered for employment regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender identity or veteran status. FactSet participates in E-Verify

FactSet is an Equal Opportunity Employer – M/F/Veteran/Disability/Sexual Orientation/Gender Identity