Project Manager, Talent Enablement & Operations

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 Project Manager, Talent Enablement & Operations, leads cross-functional initiatives that advance GEICO’s enterprise Talent agenda from intake and business case development through implementation, adoption, stabilization, and transition to steady-state ownership.

The role supports work across the talent lifecycle, including Talent Acquisition and Mobility, Talent Attraction and Employer Brand, Talent Management, Talent Intelligence, and Talent Enablement & Operations.

Working across Talent, People Group partners, business leaders, vendors, and technical teams, this role translates strategic priorities and business needs into clear scope, delivery plans, governance, decisions, and measurable outcomes. The Project Manager independently leads moderately complex initiatives, brings transparency to risks and trade-offs, and creates the conditions for partners to collaborate, own commitments, and sustain new ways of working.

• →Portfolio intake and prioritization: Partner with Talent leaders and functional owners to define business needs, expected value, scope, success measures, capacity requirements, dependencies, and sequencing for proposed initiatives.
• →End-to-end project leadership: Build and manage integrated project plans covering scope, milestones, resources, dependencies, risks, issues, decisions, testing, readiness, launch, stabilization, and closeout.
• →Cross-functional alignment: Establish clear roles, decision rights, governance routines, and escalation paths across Talent, People Group, business, vendor, and technology partners; drive timely follow-through without relying on direct authority.
• →Business requirements and experience design: Facilitate discovery, document current and future states, translate user and business needs into actionable requirements, and help ensure solutions are scalable, compliant, and practical for associates, candidates, leaders, and Talent teams.
• →Leadership visibility and decision support: Maintain accurate status reporting, roadmaps, action and decision logs, dashboards, and executive-ready materials that surface progress, value, risks, trade-offs, and decisions needed.
• →Change, readiness, and adoption: Partner with functional and change owners to assess stakeholder impacts and deliver communications, training, job aids, playbooks, readiness activities, feedback loops, and adoption measures that embed new ways of working.
• →Technology and vendor delivery: Coordinate business requirements, vendor activities, testing, implementation readiness, issue resolution, and value realization for Talent platforms, tools, automation, and external partnerships.
• →Insights and continuous improvement: Use delivery, process, adoption, experience, and outcome data to identify risks, evaluate impact, recommend improvements, and inform Talent portfolio decisions.
• →Risk, controls, and financial stewardship: Integrate applicable policy, legal, compliance, privacy, accessibility, financial, and operational requirements into project plans and escalate gaps with clear mitigation or decision options.
• →Sustainment and value realization: Confirm operational ownership, documentation, support models, measures, and review cadences before closeout; monitor stabilization and ensure intended outcomes are sustained.

• Priorities are translated into clear, achievable plans with aligned owners, decision rights, milestones, and success measures.
• Leaders have timely visibility to progress, dependencies, risks, trade-offs, and decisions needed.
• Initiatives launch with strong operational readiness and measurable adoption among intended users.
• Project outcomes improve the experience of candidates, associates, leaders, or Talent teams while advancing business value.
• Solutions transition cleanly to accountable steady-state owners with sustainable processes, controls, documentation, and measures.
• Partners experience the role as a trusted connector who increases transparency, strengthens collaboration, and reinforces shared accountability.

• 4–6+ years of experience managing projects, business operations initiatives, process improvement efforts, HR/Talent programs, Talent Acquisition operations, People Operations, or related cross-functional work.
• Demonstrated ability to independently manage moderately complex projects from planning through implementation, including scope, schedule, milestones, dependencies, risks, issues, decisions, and project documentation.
• Experience working across cross-functional teams and stakeholder groups, with the ability to align priorities, clarify ownership, manage trade-offs, and drive work forward without direct authority.
• Experience developing project plans, status updates, meeting materials, action trackers, requirements documentation, implementation plans, or related project artifacts.
• Strong written and verbal communication skills, including the ability to synthesize complex information into clear, concise updates for project teams, stakeholders, and leaders.
• Strong organization, prioritization, problem-solving, attention to detail, and follow-through, with the ability to manage multiple workstreams and adapt in a fast-paced environment.
• Ability to identify risks, dependencies, and blockers early; recommend practical mitigation plans; and escalate appropriately with clear decision needs.
• Working knowledge of project management practices, including lifecycle planning, stakeholder management, risk and issue management, change control, and project closeout.
• Proficiency with Microsoft Office tools, including Excel, PowerPoint, Word, and Outlook, or similar tools used to manage projects, documentation, reporting, and stakeholder communication.
• Bachelor’s degree or equivalent practical experience.

• Experience supporting Talent, Talent Acquisition, Human Resources, People Operations, recruiting operations, workforce planning, assessment, selection, learning, or enablement initiatives.
• Experience with Talent technology, HR systems, recruiting platforms, assessment tools, scheduling tools, workflow automation, or implementation projects.
• Experience supporting vendor implementations, user acceptance testing, pilots, go-live readiness, adoption planning, or post-launch stabilization.
• Experience developing change management, communications, training, job aids, playbooks, or user readiness materials for new processes, tools, or ways of working.
• Experience using project management tools such as Microsoft Project, Planner, Jira, or similar platforms.
• Experience preparing leadership-ready presentations, project dashboards, scorecards, or decision materials.
• Project management, change management, Human Resources, Lean Six Sigma, Agile, Scrum, CAPM, PMP, or related certification.

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.