Director, HRBP

GEICO•Tampa, FL

3d•Hybrid

About The Position

The Director, Human Resources Business Partner (HRBP), serves as a trusted advisor to senior leaders in GEICO’s Claims-Physical Damage vertical, translating business priorities into integrated people and organizational strategies. The role operates in a complex, fast-moving environment and partners across People Group Centers of Excellence to strengthen leadership capability, organizational effectiveness, talent outcomes, workforce planning, and change execution. The ideal candidate is commercially minded, highly collaborative, and experienced in fast-paced, transformational organizations. This is a hybrid role requiring on-site presence three days per week at the Tampa or Lakeland, Florida offices, with periodic travel to the Jacksonville office as needed.

Requirements

12 or more years of progressive Human Resources experience, including strategic HRBP leadership supporting senior leaders in complex, matrixed, high-growth, or transformational organizations.
Bachelor’s degree in Human Resources Management, Business Administration, or equivalent experience.
Broad expertise across HR disciplines, including organizational design and development, workforce and capability planning, talent acquisition and management, succession planning, performance, leadership development, compensation, retention, culture, engagement, and inclusion.
Proven success translating business priorities into high-value talent strategies and outcomes, including leading large-scale organizational transformation and change across business functions.
Strong business and analytical acumen, including the ability to use workforce and business data to assess capacity, capability, organizational health, and execution risk; generate insights; and influence senior-level decisions.
Ability to advise, coach, and constructively challenge VP-level or equivalent leaders on operating models, decision rights, cross-functional accountabilities, conflict resolution, and talent implications.
Ability to build credibility quickly, navigate ambiguity and complex stakeholder dynamics, adapt and execute without established protocols, and drive decisions across competing priorities with sound judgment and discretion.
Excellent executive communication, facilitation, collaboration, and influencing skills.
A direct point of view and passion for developing leaders, strengthening teams, and enabling associates to perform and grow.

Nice To Haves

Experience in the insurance industry.

Responsibilities

Develop a deep understanding of Physical Damage, including its strategy, operating model, talent, roadmaps, business priorities, and organizational risks.
Build trusted, influential relationships with senior business leaders to strengthen collaboration and partnership.
Use business judgment, analytical skills, and root-cause problem-solving to translate business objectives into talent strategies and solutions.
Partner with clients to identify talent management needs and design high-impact solutions aligned with long-term success and enterprise people initiatives.
Advise Physical Damage leaders on organizational design, workforce strategy, leadership effectiveness, succession, talent reviews, performance management, and retention of critical talent.
Use workforce data, business metrics, product insights, and organizational intelligence to identify capability gaps, capacity constraints, leadership risks, and interdependencies; frame options, influence decisions, and measure impact.
Drive execution and accountability across priorities such as capability building, leadership development, career pathways, cross-training, workforce deployment, and change adoption.
Apply change management practices, emphasizing communication and engagement at every level.
Partner with People Group Centers of Excellence and peers to provide timely support and a consistent experience for internal clients.
Foster an inclusive environment that incorporates diverse perspectives into plans and solutions.