Alternate Job Titles: Director of Employee Communications, Employee Communications Director
How much does a Employee Communications Director make? The median annual Employee Communications Director salary is $137,008, as of June 28, 2017, with a range usually between $119,594-$153,971, however this can vary widely depending on a variety of factors. Our team of Certified Compensation Professionals has analyzed survey data collected from thousands of HR departments at companies of all sizes and industries to present this range of annual salaries for people with the job title Employee Communications Director in the United States.
This chart describes the expected percentage of people who perform the job of Employee Communications Director in the United States that make less than that annual salary. For example the median expected annual pay for a typical Employee Communications Director in the United States is $137,008, so 50% of the people who perform the job of Employee Communications Director in the United States are expected to make less than $137,008.
Source: HR Reported data as of June 28, 2017
This chart describes the expected percentage of people who perform the job of Employee Communications Director that make less than that salary. For example 50% of the people who perform the job of Employee Communications Director are expected to make less than the median.
Source: HR Reported data as of July 2017
Directs and oversees communications programs within the organization. Designs and implements communication programs according to organizational needs. Oversees preparation of internal employee communications regarding company performance, future direction, and corporate or human resource policies. Ensures accuracy and timeliness of information distributed. May manage the content of brochures, handbooks, memos or emails. May act as a liaison with the public relations or corporate communications department. Requires a bachelor's degree. Typically reports to a top executive. Manages a departmental sub-function within a broader departmental function. Creates functional strategies and specific objectives for the sub-function and develops budgets/policies/procedures to support the functional infrastructure. Deep knowledge of the managed sub-function and solid knowledge of the overall departmental function. Typically requires 5+ years of managerial experience. View full job description