VP, People Messaging

VP, People Messaging

New York, United States

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Posted 10/30/2026 Job reference 15789 Experience level Experienced Hire Job category Marketing, Communications & Corporate Affairs Job sub category Corporate Communications Line of business Human Resources

At Moody's, we unite the brightest minds to turn today’s risks into tomorrow’s opportunities. We do this by striving to create an inclusive environment where everyone feels welcome to be who they are—with the freedom to exchange ideas, think innovatively, and listen to each other and customers in meaningful ways. Moody’s is transforming how the world sees risk. As a global leader in ratings and integrated risk assessment, we’re advancing AI to move from insight to action—enabling intelligence that not only understands complexity but responds to it. We decode risk to unlock opportunity, helping our clients navigate uncertainty with clarity, speed, and confidence.

If you are excited about this opportunity but do not meet every single requirement, please apply! You still may be a great fit for this role or other open roles. We are seeking candidates who model our values: invest in every relationship, lead with curiosity, champion diverse perspectives, turn inputs into actions, and uphold trust through integrity.

The Role

The VP, People Messaging shapes and stewards what it means to work at Moody’s, turning our Employee Value Proposition, Employer Guiding Principles and People programs into one clear, compelling story told consistently across every people-facing channel.

This is a senior individual-contributor role that leads through expertise and influence. Reporting to the Head of People Strategy & Employee Experience, the VP owns the People narrative, message architecture and content standards, and partners day to day with Corporate Affairs/Communications and Social Media, who own enterprise channels. Success depends on building trust and momentum in a highly matrixed organization with many stakeholders.

What Success Looks Like in the First 12 Months

A refined, leadership-endorsed set of Employer Guiding Principles and message architecture for internal People Team communications

A single People communications calendar and content intake process in place, covering pay, performance, career development, recognition, wellbeing, benefits, and learning

A reusable toolkit (templates, house style guide, and key-message library) adopted across the People Team consistent with MCO’s Branding Guidelines.

A baseline and measurable improvement in employee comprehension and confidence on priority topics (for example, how pay, performance and careers work), drawn from BES and channel analytics

Workday go-live communications that leave employees and managers knowing what’s changing, why it matters to them and where to go for help, delivered in partnership with the program vendors and change management teams

Key Responsibilities

Partners with the Office of the Chief People Officer, Talent Attraction, and Employee Experience to define the Employer Guiding Principles and articulate Moody's Employee Value Proposition (EVP) to ensure it reflects employee and business insight over time

Develops and executes the communications strategy for People content across enterprise channels, in partnership with Corporate Affairs/Communications, and owns a single People communications calendar and intake process

Translates the full breadth of People programs (pay, performance, career development, recognition, wellbeing, benefits and learning) into a cohesive narrative that helps employees understand and use what’s available to them

Writes and edits flagship People content, sets editorial standards and tone of voice, and runs a pre-release review for People Team materials, coaching program owners to produce clear, engaging work

Builds trusted relationships with senior stakeholders across the People Team, Corporate Affairs and the business, and uses them to keep work moving. Navigates competing priorities and multiple approvers, resolves disagreements early, and finds a path through roadblocks so that important messages land on time and intact.

Equips people managers to explain People changes to their teams with confidence through manager toolkits, talking points and cascade plans

Partners with Employee Experience, who own the employee listening strategy (e.g., Business Engagement Survey), to turn insights into messaging priorities and to shape what we ask employees, including comprehension checks before and after major announcements

Develops signature storytelling assets, such as a flagship culture and employee experience narrative, for use in onboarding, leadership communications, recruiting, and employer branding contexts

Supports communications for organizational change and transitions that affect employees, in partnership with the People Leadership Team and Corporate Affairs

Measures the comprehension and effectiveness of People communications through a regular dashboard, and refine