Decision rights in the culture brief

Plus 46 new IC roles at Compass, Salesforce, HP, P&G, Snap, and Twilio; eight remote and three transformation/change comms roles.

August 06, 2026

Your briefing has 46 new IC roles, including openings at Compass, Salesforce, HP, P&G, Snap, and Twilio. Eight offer remote work; three sit in transformation or change comms.

After the listings, we look at one part of senior IC judgment: noticing the decision a culture brief may have left unnamed.

More below the listings.

🇺🇸 USA

Abbott
Marketing and Communications Specialist
Waukegan, IL

Andersen
Communications & Engagement Senior Specialist
Bayport, MN; Oak Park Heights, MN

argenx
Director, Employee Communications & Engagement – Global Commercialization
Boston, MA

Assurant
Internal Communications Specialist
Remote

Client undisclosed via 24 Seven
Communications Strategist
Miami, FL

Compass
Director, Enterprise Communications
New York City, NY; Madison, NJ

Compass
Internal Communications Lead
New York City, NY; Madison, NJ

Continental
HR & Internal Communications Intern
Fairlawn, OH

Daikin Applied
Communications Manager – Enterprise Storytelling & Channel Strategy
Plymouth, MN

Daikin Applied
Communications Manager – People, Culture & Engagement
Plymouth, MN

DriveTime Family of Brands
Assistant Director, Internal Communications
Tempe, AZ

Engine
Internal Communications Manager, Go-To-Market
Remote

Engine
Senior Internal Communications Manager
Remote

Enterprise Bank & Trust
Internal Communications Specialist (Remote/Hybrid Eligible - MO, AZ only)
St. Louis, MO; Phoenix, AZ

Foot Locker
Internal Communications Specialist
New York, NY

Guardian Life
Internal Communications Manager, Channels and Operations
Multiple locations

Harris Health
HR Internal Communications Specialist
Bellaire, TX

HP
Internal Communications Manager
Palo Alto, CA; Spring, TX

Inizio Evoke
Director, Internal Communications
Remote

Northrop Grumman
Sr. Principal Employee Communications Representative
Roy, UT

OneDigital
Internal Communications Manager
Atlanta, GA

P&G
Communications Director, Workplace Reputation & Internal Communications
Cincinnati, OH

Proskauer
Internal Communications Specialist
New York, NY

Rogers Behavioral Health
Senior Internal Communications Specialist
Remote

RSI EnTech, LLC
Employee Communications Specialist
Grand Junction, CO

Russell Investments
Internal Communications Specialist
Seattle, WA

Salesforce
Manager, Employee Communications
Multiple locations

SCH Services
Communications Consultant
Remote

Servier
Associate Director, Internal Communications and Employee Engagement
Boston, MA

Snap
Lead, Operations & Internal Communications
Los Angeles, CA

The Wonderful Company
Associate, Internal Communications
Los Angeles, CA

Twilio
Principal Internal Communications Manager
Remote

UC Health
Director of Internal Communications
Cincinnati, OH

🇨🇦 CANADA

Bird Construction
Internal Communication Coordinator
Calgary, AB

DP World (Canada) Inc.
Advisor, Internal Communications & Sustainability
Burnaby, BC

EPCOR
Advisor, Employee Communications
Edmonton, Alberta

🇬🇧 UK

↪️ TRANSFORMATION / CHANGE COMMS

For more IC jobs, see our previous issue
Bookmark our Remote roles page
Hiring? Feature your role

Decision rights in the culture brief

On LinkedIn, Simon Rutter writes that culture work reaches behaviors, systems, and symbols. Sarah Poulter replies from experience co-leading a culture program, arguing that IC is well placed because practitioners monitor “say do gaps, sentiment, experience and leadership authenticity.”

We found a related tension in bink’s new Culture at Work study. In its directional survey of 300 cross-industry practitioners, 54% said the people responsible for improving culture often lack authority over the systems shaping it.

On page 40, the report separates the work practitioners can shape—communication, diagnosis and manager support—from leadership choices about incentives, promotion and resources.


A recent HBR piece on decision rights starts one step earlier: define the decision before assigning roles. So alongside “What do we need people to understand or do?” comes a second question: “What decision does that communication depend on, and is its owner clear?”


For a collaboration brief, the dependency might be promotion criteria, incentives, or how teams are resourced. Writing the likely decision and owner in the margin brings it into the conversation alongside the messages and manager plan.


That may be part of what strategic counsel looks like: shaping the communication while noticing which parts of the brief are still waiting on a decision.


Have you had a culture brief that was waiting on a leadership decision? Reply and tell us what happened. We’ll feature a few practitioner notes in a future edition.

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