Communication Manager Jobs in Utah (NOW HIRING)

The Sr. Manager of Brand & Communications is responsible for leading the development, execution, and governance of the company’s brand strategy, corporate communications, and messaging framework. They are also responsible for managing alignment with OEM brand standards and strategy. This role ensures the organization presents a consistent and compelling brand story across all customer, employee, and stakeholder touchpoints.

This will initially be a hands-on role supporting marketing teams and business units as well as helping to build the systems, tools, and processes to elevate and develop best practices. While hands-on initially, it is anticipated that this role will be able to build a high performing team as we scale and grow.

We are looking for a dynamic and creative leader who operates with a sense of pride and ownership over their work. This role will be a key leader in the Marketing organization and will be highly visible and influential throughout the organization.

The Brand & Communications Manager partners closely with executive leadership, demand generation, OEM & channel marketing, and event/sponsorship teams to ensure brand alignment while driving internal and external communications that support growth in the construction, mining, and power industries.

Key focus: Corporate identity across channels (digital, retail, etc.), creative direction, internal/external communications

• Branding – develop comprehensive brand strategy and ensure implementation across digital, retail, and commercial touchpoints
• Graphic design / creative – manages visual assets and outside agencies
• Copywriter / Content – develops brochures, service guides, ad copy, content for video, social, etc.
• PR/Media Relations – handles press, trade publications, community engagement
• Sponsorships – manages sponsorship requests to ensure alignment with brand strategy

Duties and Responsibilities

• Brand Strategy & Governance:
• Define, develop, and manage the company’s brand positioning, identity, and messaging platform across all channels.
• Ensure brand consistency across digital, retail, print, field, event, and partner marketing materials.
• Serve as the guardian of brand standards, creating and updating brand guidelines for use across the organization.
• Collaborate with OEM and channel partners to balance corporate brand equity with co-branded initiatives.
• Corporate & External Communications:
• Develop and oversee corporate communications strategy, including press releases, media relations, executive communications, and crisis communications.
• Manage relationships with trade media, industry associations, and community organizations to strengthen market presence.
• Support leadership with speechwriting, presentations, and thought leadership content for industry events.
• Ensure communications align with vertical priorities and position the company as a leader in construction, mining, and power.
• Internal Communications:
• Lead internal communications programs to engage, align, and inspire employees across all regions and functions.
• Partner with leadership to develop messaging around culture, values, and employee engagement initiatives.
• Create communication toolkits for branch managers, sales teams, and field employees to drive consistent messaging.
• Content & Storytelling:
• Oversee the creation of brand-level content (case studies, success stories, video, social media, website) that showcases the company’s value proposition.
• Develop messaging for key campaigns, product launches, and sponsorships, ensuring alignment with brand voice.
• Collaborate with Field & Vertical Marketing Managers to tailor messaging for construction, mining, and power audiences.
• Reputation & Community Engagement:
• Manage the company’s reputation and visibility through PR, sponsorships, and CSR/community programs.
• Monitor media coverage and industry sentiment, providing leadership with regular updates on brand health.
• Partner with Events & Sponsorship Lead to ensure sponsorships reinforce brand positioning and community engagement goals.
• Measurement & Reporting:
• Track brand performance through awareness studies, share of voice analysis, and engagement metrics.
• Measure effectiveness of communications strategies and recommend optimizations.
• Report to leadership on progress against brand health and communications KPIs.
• Performs all other duties as assigned.

Qualifications

• Education:
• Bachelor’s degree in Marketing, Communications, Public Relations, or related field required. Masters or other advanced degree in a related field is highly preferred.
• Experience:
• 7+ years of experience in brand management, communications, or corporate marketing, preferably in industrial, equipment, or B2B sectors.
• Proven success in building and managing a strong brand identity across multiple markets and channels.
• Strong background in PR, media relations, and corporate communications.
• Proven leadership experience and culture champion
• Skills and Competencies:
• Exceptional writing, editing, and presentation skills.
• Experience working in organizations with OEM or channel partnerships preferred.
• Strong project management and cross-functional collaboration skills.
• Strategic Thinker – builds long-term brand strategy that supports growth goals.
• Storyteller – creates compelling narratives for customers, employees, and external stakeholders.
• Influencer – able to align executives, sales, and field teams to consistent messaging.
• Detail-Oriented – ensures brand consistency across all materials and channels.
• Adaptable Communicator – skilled at tailoring messaging for diverse audiences (internal, customers, partners, media).

__________________________________________________________________________________________________________________

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities. The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c).