Director, Human Resources Business Partner

Why Join GEICO?

At GEICO, we offer a rewarding career where your ambitions are met with endless possibilities.

Every day we honor our iconic brand by offering quality coverage to millions of customers and being there when they need us most. We thrive on relentless innovation to exceed our customers' expectations while making a real impact on local communities nationwide.

Founded in 1936, GEICO is a member of the Berkshire Hathaway family of companies and one of the largest auto insurers in the United States. When you join our company, we want you to feel valued, supported, and proud to work here. That's why we offer the GEICO Pledge: Great Company, Great Culture, Great Rewards, and Great Careers.

The Director, Human Resources Business Partner will serve as a trusted advisor to senior Application Engineering leaders in GEICO’s Technology organization and translate business priorities into integrated people and organizational strategies. The role will operate in a complex, fast-moving technology environment and partner across HR centers of expertise to strengthen leadership capability, organizational effectiveness, talent outcomes, workforce planning, and change execution.

• →Build deep knowledge of the Application Engineering strategy, operating model, talent, delivery priorities, and organizational risks to provide proactive, business-centered counsel.
• →Advise senior engineering leaders on organizational design, workforce strategy, leadership effectiveness, succession, talent reviews, performance management, and critical talent retention.
• →Use workforce data, business metrics, and organizational insights to identify trends, frame choices, influence decisions, and measure the impact of people strategies.
• →Lead the people and change strategy for reorganizations, leadership transitions, new operating models, capability shifts, and other complex transformation work.
• →Partner with leaders to strengthen accountability, coaching, feedback, performance differentiation, and development across leadership teams.
• →Anticipate talent and organizational risks, develop practical mitigation plans, and ensure leaders understand the tradeoffs and downstream implications of decisions.
• →Connect leaders with Talent Acquisition, Compensation, Talent Management, Learning and Development, Employee Relations, People Analytics, and other HR partners; ensure solutions are coordinated and aligned to business needs.
• →Promote consistent application of company policies and people practices while exercising sound judgment in complex, sensitive, and confidential matters.
• →Collaborate closely with the broader Tech HRBP team to ensure cohesive support across Application Engineering and adjacent Technology organizations.
• →Drive disciplined execution, clear ownership, and follow-through across multiple concurrent priorities in an environment where timing and direction may shift.

• Application Engineering leaders view HR as an embedded strategic partner who understands the business and improves decision quality.
• Workforce and organizational decisions are grounded in data, aligned to strategy, and translated into clear action plans.
• Critical roles and talent risks are identified early, with credible succession, development, and retention actions in place.
• Organizational changes are thoughtfully designed, effectively communicated, and executed with appropriate partnership across HR, Legal, Communications, and business leadership.
• Leadership teams demonstrate stronger clarity, accountability, collaboration, and people-management capability.

• Significant progressive Human Resources experience, including strategic HRBP leadership supporting complex organizations and senior executives.
• Demonstrated experience supporting Engineering, Technology, Product, or another highly technical and rapidly evolving business environment.
• Proven success leading organizational design, workforce planning, talent management, succession, performance, and large-scale change work.
• Strong analytical capability and experience using data and insights to shape strategy and influence senior leaders.
• Ability to build credibility quickly, challenge constructively, manage ambiguity, and navigate complex stakeholder dynamics.
• Excellent judgment, discretion, written communication, and executive-level facilitation skills.
• Bachelor's degree or equivalent practical experience.

• Experience supporting a distributed, multi-layered engineering organization through transformation.
• Experience partnering with VP-level or equivalent leaders and leading work across multiple HR disciplines.
• Advanced degree or relevant professional certification.
• Familiarity with technology talent markets, engineering capability planning, and AI-enabled workforce transformation.

• Business-minded and outcomes-oriented, with curiosity about technology and the work of engineering teams.
• Calm, pragmatic, and adaptable in high-pressure or rapidly changing situations.
• Direct and collaborative, with the confidence to offer a clear point of view and the judgment to know when to listen, influence, or escalate.
• Committed to developing leaders, strengthening teams, and creating an environment where associates can perform and grow.

• This role will be hybrid & based out of GEICO’s Palo Alto, CA office.

Annual Salary

The above annual salary range is a general guideline. Multiple factors are taken into consideration to arrive at the final hourly rate/ annual salary to be offered to the selected candidate. Factors include, but are not limited to, the scope and responsibilities of the role, the selected candidate’s work experience, education and training, the work location as well as market and business considerations.

The GEICO Pledge:

Great Company: Protecting customers through life’s twists and turns with innovation and integrity.

Great Careers: Personalized development programs, mentorship, and certification assistance.

Great Culture: Inclusive and collaborative culture rooted in shared success.

Great Rewards: Competitive pay, benefits, and flexibility to support your well-being and future.

The equal employment opportunity policy of the GEICO Companies provides for a fair and equal employment opportunity for all associates and job applicants regardless of race, color, religious creed, national origin, ancestry, age, gender, pregnancy, sexual orientation, gender identity, marital status, familial status, disability or genetic information, in compliance with applicable federal, state and local law. GEICO hires and promotes individuals solely on the basis of their qualifications for the job to be filled.

GEICO reasonably accommodates qualified individuals with disabilities to enable them to receive equal employment opportunity and/or perform the essential functions of the job, unless the accommodation would impose an undue hardship to the Company. This applies to all applicants and associates. GEICO also provides a work environment in which each associate is able to be productive and work to the best of their ability. We do not condone or tolerate an atmosphere of intimidation or harassment. We expect and require the cooperation of all associates in maintaining an atmosphere free from discrimination and harassment with mutual respect by and for all associates and applicants.