Internal Communications Manager

This role is internally facing because the company is currently in Stealth Mode as we build our world-class technology, so this role will not include any aspect of external comms or PR.

This role will nominally report to the Head of People but will operate as a shared service bridging the executive leadership team and the broader company. The successful candidate will be required to work onsite to collaborate with team members in our Arlington, TX offices.

• Define and own E-Space's internal communications operating model: channels, cadences, content types, and editorial calendar that govern how information flows across the company as we scale.

• Own the strategy and execution of key company moments:
  All Hands meetings, quarterly business reviews, org announcements, exec updates, and crisis communications.

• Build and maintain an internal intranet/knowledge hub (leveraging existing tools like Rippling, Teams, Sharepoint, or dedicated platforms) that serves as the single source of truth for company information, policies, and culture.

• Create repeatable playbooks and templates for recurring programs (All Hands, org changes, exec announcements) that scale without requiring manual lift each cycle.

• Partner with exec leadership to turn strategy and initiatives into clear, compelling stories that resonate across technical and non-technical audiences.

• Help E-Space employees understand where the business is headed, why it matters, and how their work connects to the mission in space infrastructure.

• Design and execute programs that build belonging and retention: team celebrations, recognition initiatives, cross-functional gatherings, and rituals that make E-Space feel like a culture, not just a company.

• Own employer brand on external sites, published information and careers pages: identify ways to highlight E-Space's culture and showcase what it's like to work here, especially as we grow internationally.

• Lead change communications for key initiatives (reorganizations, new policies, leadership transitions), helping employees navigate transitions with clarity and confidence.

• Be a practitioner of culture: genuinely enjoy talking to people across levels and functions, surfacing what matters to teams, and translating that into programs and messaging that land.

• Partner with cross-functional teams (People, Workplace, Legal, Finance) to ensure all communications are consistent with company values and aligned with business moments.

• Own the trade-offs: the CEO wants constant ‘at‑a‑glance’ updates, People needs comms on a new policy, and you're launching a culture program. You’ll create a cadence of what actually gets done, when, and communicate those calls clearly to stakeholders.

• Establish scope: you'll develop the communications calendar and set expectations about what this role can realistically deliver. Your approach should be to determine whether or when requests don't fit and whether we need to change approach so that they do.

• Navigate incomplete information: many decisions will come without full context. You're comfortable making editorial and strategic calls and iterating from there, rather than waiting for perfect clarity.

• Build cross‑functional alignment without formal authority: you'll coordinate with People, exec leadership, Finance, Legal, and others using your influencing abilities. You're skilled at surfacing conflicts early and finding paths forward that work for everyone.

• Scale yourself: identify high‑leverage activities vs. low‑leverage busy work. As you grow the role (potentially adding team members), you architect what stays with you and what can be delegated.