Internal Communications Lead

The Internal Communications Lead at Bonfire will be responsible for creating and executing a strategy that aligns with the company’s culture and values. This includes partnering with studio and development leaders to effectively communicate critical updates and company priorities. You will optimize information sharing across teams and develop engaging formats beyond traditional updates, ensuring messages reach the right audience on time.

Ideal candidates for the Internal Communications Lead position at Bonfire should possess at least 5 years of experience in internal communications or employee engagement, particularly in a culture-first environment. Experience in the gaming industry is preferred. Strong storytelling and creative communication skills are essential for making updates exciting and digestible for our team.

The Internal Communications Lead plays a crucial role in shaping and enhancing the organizational culture at Bonfire. By developing creative communication strategies and initiatives, you help ensure that employees feel connected and engaged. You'll have the opportunity to implement feedback loops, bringing a community feel to the workplace and fostering a sense of belonging among our teams.

The Internal Communications Lead at Bonfire will research and roll out effective communication platforms and rituals that best suit our growing organization. This might include using Slack creatively, organizing interactive events, and sharing updates through innovative formats, ensuring that communication remains scalable and intuitive as we expand.

Bonfire provides a competitive salary range for the Internal Communications Lead, which is complemented by a comprehensive benefits package, equity options for new hires, and additional perks that aim to foster a supportive work environment. This complete compensation approach is designed to attract and retain top talent in a thriving workplace.

To create an internal communication strategy for Bonfire, I'd start by understanding the company's values and culture. Then, I would engage with different teams to identify their communication needs and challenges. Utilizing feedback, I would design a multi-channel approach that includes regular updates, interactive sessions, and creative content formats to keep employees informed and engaged.

Certainly! In my previous role, I launched a monthly 'Innovation Town Hall' where various teams presented their projects. It fostered cross-department collaboration and engagement while keeping everyone informed of our progress. Feedback was overwhelmingly positive, and attendance increased significantly over time, showing that employees valued the transparency and connection it created.

To ensure communications are engaging, I prioritize storytelling techniques and visual elements that make the content relatable. I also seek employee feedback regularly to gauge effectiveness and adjust strategies accordingly. Interactive formats—such as Q&A sessions and guest speakers—add excitement and encourage participation, ensuring the messages resonate well.

I would utilize surveys, feedback sessions, and analytics from our communication platforms to measure effectiveness. Key performance indicators such as employee engagement levels, participation rates in initiatives, and open rates on communications would also guide assessments and inform any necessary adjustments.

I recognize that different teams may prefer varying communication styles; therefore, I would adopt a hybrid approach. Incorporating various methods—visual presentations, written updates, and interactive sessions—ensures that I cater to diverse preferences while maintaining clarity and engagement across the organization.

One potential challenge could be ensuring consistent messaging across all departments. To address this, I would establish strong partnerships with team leaders and create a centralized information repository for accurate messaging. Proactive communication and regular checkpoint meetings would also help align efforts and tackle discrepancies.

Driving employee engagement involves creating two-way communication channels where employees feel heard. I would implement initiatives that invite employee contributions, feedback, and celebrate wins. Additionally, showcasing team efforts and highlighting employee stories fosters a sense of community and makes individuals feel valued.

Technology is crucial for efficient internal communications. It enables streamlined updates via platforms like Slack, facilitates virtual meetings, and enhances engagement through tools for interactive sessions. I would also explore innovative communication technologies to ensure we remain agile and adaptable as the company scales.

During company-wide changes, maintaining transparent and frequent communications is key. I would set up dedicated channels for updates, host Q&A sessions to address concerns, and distribute regular newsletters to keep everyone aligned. Additionally, creating a supportive environment empowers employees to voice their questions and feedback throughout the transition.

Promoting a feedback culture starts with demonstrating that feedback is valued and acted upon. I would create opportunities for employees to share insights through surveys, suggestion boxes, and open forums. Acknowledging and acting on this feedback shows employees that their voices matter, reinforcing a collaborative and inclusive culture.