Summary of the Internal Communications Manager job at E-Space

E-Space is building the infrastructure for a new generation of space operations. As we scale to the next stage of growth over the next 18 months, we need someone to programmatize how we communicate internally and deliberately build culture that sustains retention and belonging. 

The functions of this role include the following: 

Internal Communications Infrastructure 

• 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. 

Culture, Belonging & Retention Programs 

• 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. 

Priority Management & Operating in Ambiguity 

• 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. 

Executive Partnership (Lighter Touch) 

• Work closely with the CEO and exec team to develop messaging frameworks for key announcements, fundraises, product milestones, and business pivots. 

• Provide editorial feedback and counsel on executive communications (emails, Teams or other internal communication updates, presentations), ensuring tone and clarity serve the moment. 

• Produce high-quality, high-impact content: exec talking points, all-hands presentations, recorded messages, and email campaigns. 

• Help leadership stay aware of how messaging lands internally; serve as a translator between exec intent and employee experience. 

AI-Enabled Communications Work 

• Use AI tools (Claude, ChatGPT, Sana/Galileo, etc.) in the craft of internal communications: drafting, editing, repurposing content, generating talking points, and scaling comms across channels. 

• Help establish how AI augments (not replaces) human-centered comms at E-Space, especially as we shape the company's internal AI narrative. 

• Stay current with evolving AI tools and bring experimentation to internal comms—using AI to reduce manual work while keeping authentic voice. 

Experience & Background 

• 5–7 years of experience in internal communications, culture, employee experience, or related function at a fast-paced tech or deep-tech company. 

• Demonstrated track record of building or significantly scaling an internal communications program: can point to specific systems, channels, or programs you architected from scratch or materially elevated. 

• Experience producing or owning high-quality All Hands meetings, quarterly business reviews, or similar large-scale company moments. 

• Track record of building culture programs (team celebrations, recognition, belonging initiatives, or retention-focused work) that genuinely moved the needle. 

• Comfort working with AI tools in communications; experience developing or owning an AI-related narrative strongly preferred. 

• Experience operating effectively in high-ambiguity environments; comfort with incomplete information and founder-led decision-making. 

Skills & Mindset 

• Excellent written and verbal communication skills; ability to engage and influence both technical and non-technical audiences. 

• Strong executive presence: able to interface with founder/CEO and exec leadership with judgment and confidence. Not intimidated by senior people; able to give honest feedback when it matters. 

• Ruthless about prioritization: can hold both strategy and execution, articulate a long-term vision AND execute the details. More importantly, you can say no, and explain why, when new asks don't fit the plan or why the timing is not right. 

• Skilled at influencing without authority: you navigate competing stakeholder demands, surface conflicts early, and find solutions that work across functions. You don't have to manage people to get things done. 

• Genuine love of talking to people: curiosity about what makes teams tick, what employees care about, and how to translate that into programs and messaging. 

• High attention to detail, strong editorial judgment, and ability to distill complex ideas into clear, compelling language. 

• Comfortable in ambiguity and moving fast: early-stage scaling company, ad-hoc asks, founder-led energy. You see this as an opportunity, not a burden. 

• Video editing, design fluency, or other production skills a plus but not required. 

The role sits at the intersection of exec visibility, people operations, and culture. You'll have direct access to the CEO and leadership team, close partnership with People, and real agency to shape how the company communicates with itself as we scale.  

Candidates with the following skills or experience will be viewed positively: 

• Experience developing or owning an AI-related internal narrative. 

• Video editing, design fluency, or other production skills. 

• Prior experience operating in a founder-led or high-ambiguity scaling environment.