HR Communications Principal

The MITRE Corporation•New Bedford, MA

2d•$147,500 - $221,500•Onsite

About The Position

At MITRE, your passion fuels work that impacts our nation and improves lives. This is where your skills strengthen national security, cybersecurity, health, transportation, and citizen services. We’re a nonprofit engineering, applied research, and advanced technology organization working in the public interest. With objectivity and integrity at our core, we lead federally funded research and development centers for U.S. government agencies – collaborating with industry and academia to deliver integrated, high-impact solutions that advance our nation’s health, security, and prosperity. Our people tackle the toughest technical challenges, supported by competitive benefits, meaningful career development, and a culture of innovation, collaboration, and technical excellence. Choose MITRE for a career with purpose — and help shape the future. The HR Communications Principal shapes and advances how MITRE communicates its people strategy, bringing to life the initiatives, stories, and experiences that attract, engage, develop, and retain a mission-driven workforce. Reporting to Communications & External Affairs (CXA), this role serves as the senior strategic communications partner to Human Resources and plays a critical role in aligning people communications with MITRE’s mission, enterprise priorities, and long-term talent strategy. This position leads the development and execution of integrated, enterprise-level communications that strengthen the employee experience, reinforce MITRE’s reputation as an employer of choice, and support transformational people initiatives across the organization. Working closely with HR and CXA leadership, this role translates complex, high-impact people strategies into clear, compelling communications that support four strategic priorities: building robust leadership capability, attracting and developing the right talent, creating extraordinary employee experiences, and advancing HR operational excellence. From executive messaging and organizational change to employer branding and employee engagement, this leader ensures communications are proactive, aligned, and effective across channels and audiences.

Requirements

Bachelor’s degree in communications, Public Relations, Journalism, Human Resources, Marketing, or a related field.
10+ years of progressive experience in corporate communications, internal communications, HR communications, employee engagement, or a related field.
Demonstrated success developing enterprise-wide communication strategies and leading complex, high-impact communication initiatives.
Exceptional written, verbal, and executive communication skills, with the ability to translate complex topics into clear, compelling narratives for diverse audiences.
Significant experience advising senior executives and influencing cross-functional stakeholders in a large, matrixed organization.
Strong strategic planning, project management, and organizational skills, with the ability to lead multiple priorities in a dynamic environment.
Experience using communication metrics, analytics, and audience insights to evaluate effectiveness and guide decision-making.
Demonstrated ability to operate with discretion, sound judgment, and executive presence in support of sensitive or high-visibility initiatives.
This position requires a minimum of 3 days a week on-site.

Nice To Haves

12+ years of progressive experience in corporate communications, internal communications, HR communications, employee engagement.
Experience supporting Human Resources or People organizations within a large, complex enterprise.
Deep knowledge of talent acquisition, talent management, employee experience, change management, leadership communications, and organizational development.
Experience developing employer brand and recruitment marketing strategies in competitive talent markets.
Familiarity with digital communication platforms, employee engagement tools, content management systems, and multi-channel campaign planning.
Experience working in a federally funded research and development center (FFRDC), government, defense, or other highly regulated environment.
Master’s degree in communications, Organizational Development, Human Resources, Business, or a related field.

Responsibilities

Serve as the senior strategic communications partner to Human Resources, providing enterprise-level counsel while maintaining strong coordination, alignment, and two-way communication with Communications & External Affairs to ensure HR communications needs are met in a manner consistent with MITRE priorities, standards, and governance.
Lead the development and execution of a comprehensive HR communications strategy that advances MITRE’s people strategy, mission, and business objectives.
Partner closely with CXA and HR executives to align messaging with enterprise priorities, organizational change efforts, and emerging workforce needs.
Act as a trusted advisor to senior HR leadership on high-visibility initiatives, sensitive communications, executive positioning, and issues requiring sound judgment and strategic messaging.
Drive consistency in messaging, tone, voice, and brand across all HR-related communication channels and employee touchpoints.
Anticipate communications risks and opportunities, proactively shaping strategies that support organizational clarity, trust, and engagement.
Lead strategic communications supporting the full employee lifecycle—from recruitment and onboarding through career growth, recognition, leadership development, and retirement.
Develop clear, compelling messaging related to company culture, benefits, total rewards, talent programs, policy changes, organizational updates, and leadership communications.
Design and lead integrated communication campaigns that increase employee awareness, understanding, participation, and connection to HR programs and initiatives.
Elevate the employee communications experience through thoughtful audience segmentation, channel strategy, storytelling, and message personalization.
Advise on communications approaches that strengthen employee trust, improve transparency, and enhance the overall employee experience.
Partner with Talent Acquisition and HR leadership to strengthen and promote MITRE’s Employer Value Proposition across priority talent segments and markets.
Lead integrated communication strategies that enhance MITRE’s visibility and reputation as an employer of choice.
Oversee development of content that highlights MITRE’s culture, mission, employee stories, career opportunities, and workplace experience across digital, social, and internal channels.
Support recruitment marketing efforts through strategic messaging and campaigns that attract diverse, highly qualified, mission-driven talent.
Ensure employer brand communications are aligned with enterprise messaging, labor market realities, and MITRE’s long-term workforce goals.
Lead communication strategies for organizational changes, workforce initiatives, and enterprise HR transformation efforts.
Partner with senior leaders and change stakeholders to develop communication plans that increase transparency, reduce uncertainty, and drive employee understanding, alignment, and adoption.
Shape leadership messaging that is timely, authentic, and aligned with organizational objectives during periods of change and transition.
Provide strategic counsel on complex or sensitive workforce communications that require strong judgment, discretion, and executive presence.
Establish and evolve communication metrics and key performance indicators to assess the effectiveness, reach, and impact of HR communications and engagement efforts.
Analyze employee feedback, communication performance data, and engagement insights to identify trends and continuously improve strategy and execution.
Deliver regular reporting, insights, and recommendations to HR and Corporate Communications leadership to inform decisions and optimize communications outcomes.
Champion a data-informed, continuous improvement approach to HR communications, ensuring strategies remain relevant, effective, and aligned with organizational priorities.