Director, Human Resource 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 Product Management leaders within GEICO’s Technology organization and senior RPM (Research & Innovation, Pricing, and State Product Management) leaders within GEICO’s Operations organization. This role will be responsible for translating business priorities into integrated people and organizational strategies across two highly interdependent organizations responsible for shaping digital customer experiences, product and pricing capabilities, profitable growth, retention, and speed to market. The role will operate in a complex, fast-moving, matrixed environment and partner across HR centers of excellence to strengthen leadership capability, organizational effectiveness, talent outcomes, workforce planning, and change execution.

• →Build deep knowledge of the Product and RPM strategies, operating models, talent, roadmaps, business priorities, and organizational risks, including the interdependencies among Product, Technology, Pricing, State Management, Research and Innovation, Data Engineering, Operations, Marketing, Finance, Legal, and Compliance.
• →Advise senior Product and RPM leaders on organizational design, workforce strategy, leadership effectiveness, succession, talent reviews, performance management, and critical talent retention, with particular focus on the capabilities required to deliver profitable growth, customer retention, product innovation, pricing accuracy, and faster execution.
• →Use workforce data, business metrics, product insights, and organizational intelligence to identify capability gaps, capacity constraints, leadership risks, and organizational dependencies; frame choices, influence decisions, and measure the impact of people strategies.
• →Lead the people and change strategy for reorganizations, leadership transitions, evolving Product and RPM operating models, portfolio or capability shifts, and adoption of AI-enabled, automated, and data-driven ways of working.
• →Partner with leaders to strengthen enterprise thinking, P&L ownership, accountability, coaching, feedback, performance differentiation, and development across leadership teams, while improving clarity of decision rights, ownership, and cross-functional handoffs.
• →Anticipate talent and organizational risks associated with competing priorities, constrained specialist capacity, legacy knowledge, capability modernization, and complex cross-functional dependencies; develop practical mitigation plans and ensure leaders understand tradeoffs and downstream implications.
• →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 Technology and Operations HRBP teams to ensure cohesive support across Product & RPM, and to reinforce alignment around shared priorities such as retention, price and growth, self-service, data and AI, and platform modernization.
• →Drive disciplined execution, clear ownership, and follow-through across multiple concurrent priorities, including Product and RPM capability building, leadership development, career pathways, cross-training, workforce deployment, and change adoption in an environment where timing, dependencies, and direction may shift.
• →Shape talent and organization strategies that enable Product and RPM to balance near-term delivery with long-term capability building, including scalable product and pricing platforms, improved customer experiences, disciplined experimentation, and more automated and self-service ways of working.

• Product and RPM leaders view HR as an embedded strategic partner who understands the business, connects people decisions to customer and financial outcomes, and improves decision quality.
• Workforce and organizational decisions are grounded in data, aligned to the highest-impact business priorities, and translated into clear action plans that address capability, capacity, leadership, and execution risks.
• Critical roles and talent risks are identified early, with credible succession, development, cross-training, retention, and external talent strategies in place for scarce or emerging capabilities.
• Organizational changes are thoughtfully designed, effectively communicated, and executed with appropriate partnership across HR, Legal, Communications, and business leadership.
• Leadership teams demonstrate stronger enterprise alignment, P&L ownership, role clarity, accountability, collaboration, change leadership, and people-management capability.

• Significant progressive Human Resources experience, including strategic HRBP leadership supporting complex organizations and senior executives.
• Prior experience supporting Product Management, digital customer experience, insurance product management, pricing, underwriting, research and innovation, data/analytics, and/or operations organizations through significant organizational transformation.
• Proven success leading organizational design, workforce and capability planning, talent management, succession, performance, leadership development, and large-scale change across matrixed organizations.
• Experience partnering with VP-level or equivalent leaders to clarify operating models, decision rights, cross-functional accountabilities, and talent implications across multiple disciplines.
• Strong business and analytical acumen, with experience using workforce and business data to assess capacity, capability, organizational health, and execution risk and to influence senior leaders.
• Ability to build credibility quickly, challenge constructively, manage ambiguity, and navigate complex stakeholder dynamics, competing priorities, and work that spans business and technology organizations.
• Excellent judgment, discretion, written communication, and executive-level facilitation skills.
• Bachelor's degree or equivalent practical experience.

• Advanced degree or relevant professional certification.
• Familiarity with product operating models, digital customer journeys, product and pricing lifecycle capabilities, AI-enabled process transformation, data-driven decision making, and the talent implications of automation and platform modernization.

• Business-minded and outcomes-oriented, with curiosity about digital products, customer experiences, insurance economics, pricing and underwriting, and the ways technology, data, and AI enable growth and retention.
• Calm, pragmatic, and adaptable in high-pressure or rapidly changing situations.
• Direct and collaborative, with the confidence to offer a clear point of view, connect workforce decisions to business outcomes, and know when to listen, influence, challenge, or escalate.
• Passionate about developing leaders, strengthening teams, and creating an environment where associates can perform and grow.

• This role will be hybrid and based out of GEICO’s Bethesda, MD 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.