Hey Reader,

Today let's talk about a topic that nearly every client I work with asks me:

Now this is a pretty divisive topic to be fair. Some people firmly believe that internal communications should sit in HR, because it's so closely tied to employees and engagement. Others argue that internal comms should be part of the broader Communications function, working hand-in-hand with external comms. Whilst others suggest it makes sense for internal comms to report to Marketing or Legal or the Chief of Staff.

Which one is right?

Well there's probably no "right" answer. But I definitely have an opinion on this and I'm happy to share it.

I've worked in internal communications for many years and I've reported into Comms, Marketing and HR in different organisations. I've also worked closely with many communicators and many companies over the last 18 months and I've seen how their reporting structure can impact their work.

So here's my opinion, based on my experience to date: I don't believe HR is the right home for internal communications.

Here's why. When you are an internal comms team reporting to HR...

• Your boss likely won't understand communications. They might be brilliant at HR, but they probably won't get the nuances of strategic communication or the sheer amount of effort or energy it takes to get comms right. You will be reporting to a HR leader, not a comms leader, and this can be a huge difficulty for you as a comms professional.
• You risk becoming the HR mouthpiece rather than truly working to improve communication across the whole organisation. Your work can become entirely focused on communicating HR policies and the work of the HR team, rather than on creating strategic alignment or thinking about the bigger picture of the business.
• Employees may trust you less because they see you as part of HR (fair or not, this happens, I've seen it.) This can make it difficult for you to run candid listening sessions or focus groups with employees who may be reluctant to speak the truth to a member of the HR department.

If any of the above sounds familiar, then you are not alone. I see these dynamics play out over and over again in organisations where internal comms reports to HR.

Meet Sharon Chan Sharon is a member of The Curious Tribe, my membership community for internal communicators. She is ambitious, hungry to learn and smart as a whip. I love working with her and I REALLY love seeing the value she gets from the community. But don't take my word for it - here's what Sharon has to say: "The Curious Tribe has been the best investment in my career. Learning from a network of brilliant minds has made me more strategic and confident in my work and abilities. Plus, I've built friendships that will last a lifetime!” Want to join us? Use this letter to convince your employer to pay for your membership. Join The Tribe here

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So... what's the alternative to reporting to HR?

In my experience, internal communications works best when it sits within a centralised communications function alongside external comms. Here's a few of the reasons why I think this.

Firstly, you'll report to a communications professional who understands what you do and why it matters. They're very unlikely to say "can you just create a 30 second video for me?" because they understand that strategy and objectives come first in comms... and they also understand that tactical execution takes time and effort.

And this also means that internal communications gets proper representation at the executive level through a communications leader who can advocate for internal comms at the highest level and influence leaders about its importance. Not a HR leader who merely rattles off some of the activities you've been pursuing or adds comms as an afterthought to the agenda.

In a centralised comms team, there's more alignment between internal and external messaging when both internal and external comms teams are working together in the same department, reporting to the same leader.

And an internal comms function can truly drive strategic alignment across the organisation rather than being buried under the HR plan if they're in a central comms function. Not to mention that internal comms are likely to have access to more resource in a central comms team, such as graphic designers or videographers, something that is always a win in my book.

The benefits of a unified communications function

When internal communications sits within the broader communications team, I've seen several benefits:

• Shared resources and expertise
• Consistent narrative across all audiences
• Stronger voice in strategic business decisions
• Better career development opportunities
• More influence with senior leaders

Now, I know what some people might say - "But what about understanding the employee experience? Isn't that why it should sit in HR?"

Here's the thing: good internal communications professionals understand the employee experience ANYWAY because we're out there talking to employees, gathering feedback, listening to ideas and sentiment and measuring impact. We don't need to sit in HR to do this effectively. It's part of our job.

In fact, I'd argue we can often do this better when we're positioned as an independent function within communications, because we're seen as neutral rather than being associated with HR. Employees are often wary and suspicious of HR, whether that's fair or not, so it can help to be independent.

Making it work, no matter where you sit

Now, here's the caveat to everything I've just said: ultimately, the reporting line matters less than having:

• A clear purpose and strategy for internal communications
• Enough autonomy and resources to do the job properly
• Direct access to leaders and key stakeholders
• The authority to challenge and push back when needed
• The ability to measure and demonstrate impact

I've seen internal communications teams succeed despite challenging reporting lines when they have these elements in place. And I've seen teams struggle even with ideal reporting lines when these fundamentals are missing.

Now this is one of those topics that probably has no "right" answer. There's just different opinions and this is mine - you may disagree with it! And that's okay.

By the way writing this issue today made me remember why our job is so bloody hard. We are seriously rockstars doing this job. If no one told you this today then listen up - you're crushing it!

Thanks for reading and stay curious,

Joanna

Find me on YouTube, TikTok, LinkedIn and check out my book​

Want to work together?

• Ready to review your channels and content but don't know where to start? Download my practical Internal Comms Audit Playbook to guide you through a DIY audit - no expensive consultant needed.​ This has ready-to-use templates and checklists to give you a systematic way to do your own audit which you can repeat every single year. Get it here.
• Join The Curious Tribe. This is my membership community for ambitious, curious communicators who want to achieve more in their roles and have fun at the same time. Membership allows you to work directly with me for 12 months, make deep connections with other communication pros who 'get it' and improve your skills through training and learning. More info here.
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• Take a shortcut. I've developed a collection of tried-and-tested templates, checklists and how-to guides for the key processes you'll need in your role as an internal communicator. You can download my Internal Comms Cheat Sheets here.​

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