Company restructuring while I'm on maternity leave offered a leadership role reporting directly to C-suite. Should I return early?
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I'm 31F and currently on maternity leave I’ve been on maternity leave for 12 months, with my scheduled return to work in January 2027. I'm a Global Manager of Corporate Communications at a large global organization, where I oversee internal and external communications, PR, executive communications, ESG , and a team.
Over the past few months, my company has been going through some significant organizational changes, including new executive leadership and a restructuring of several departments.
While I've been on leave, I was offered a 15% salary increase, and now things have progressed even further.
I've officially been confirmed as one of two leaders in the newly restructured organization, reporting directly to the Chief Resource Officer (C-suite). The other leader will oversee Marketing, while I'll be responsible for the communications side of the organization.
Here's where things get interesting.
The company is apparently very unhappy with my maternity leave replacement, and I've now been asked to consider returning earlier than January, in November instead. They're willing to accommodate me with either a fully remote arrangement (which the company is very against normally) or a hybrid schedule requiring only 1–2 days in the office per week to catch up and bridge the gap. My previous boss told me that he highly suggests working with the c-level executive and show my true leadership.
I'm obviously excited about the opportunity, especially because reporting directly to a C-suite executive feels like a significant career move. At the same time, I have two young children, and I had originally planned to take my full leave.
My questions:
Does reporting directly to a C-suite executive as one of two functional leaders typically warrant a Director-level title?
Would you negotiate additional compensation or a title change before agreeing to return early?
Would you return early for this opportunity, or stick to the original January return date?
I'd especially love to hear from anyone in corporate communications, HR, or senior leadership who has navigated something similar.
I don't want to miss a potentially career-defining opportunity, but I also don't want to give up the remainder of my maternity leave without making sure the arrangement makes sense for me. I’m confused if I should take the part time role, fully remote flexibility hours or just refuse all together.