Director, Human Resource Business Partner

GEICO•Bethesda, MD

8d•$136,325 - $212,175•Hybrid

About The Position

The Director, Human Resources Business Partner serves as a trusted advisor to senior Product Management leaders in GEICO’s Technology organization and senior RPM (Research & Innovation, Pricing, and State Product Management) leaders in GEICO’s Operations organization. The role translates business priorities into integrated people and organizational strategies across two interdependent organizations responsible for digital customer experiences, product and pricing capabilities, profitable growth, retention, and speed to market. It operates in a complex, fast-moving, matrixed environment and partners across HR centers of excellence to strengthen leadership capability, organizational effectiveness, talent outcomes, workforce planning, and change execution. The Director develops a deep understanding of Product and RPM strategies, operating models, talent, roadmaps, priorities, risks, and cross-functional dependencies. The role advises senior leaders on organization design, workforce strategy, leadership effectiveness, succession, talent reviews, performance, and retention; uses workforce and business data to inform decisions; leads people and change strategies; and coordinates HR solutions across specialist teams. It also supports policy consistency, develops mitigation plans for talent and organizational risks, and drives disciplined execution across concurrent priorities. Success means that Product and RPM leaders view HR as an embedded strategic partner; workforce decisions are data-grounded and connected to business priorities; critical talent risks are addressed; organizational changes are effectively designed and executed; and leadership teams demonstrate stronger alignment, accountability, collaboration, and people-management capability. The role is hybrid and based at GEICO’s Bethesda, Maryland office. The annual salary range is $136,325 to $212,175. GEICO will not sponsor a new applicant for employment authorization for this position.

Requirements

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, including experience using workforce and business data to assess capacity, capability, organizational health, and execution risk and influence senior leaders.
Ability to build credibility quickly, challenge constructively, manage ambiguity, and navigate complex stakeholder dynamics, competing priorities, and work spanning business and technology organizations.
Excellent judgment, discretion, written communication, and executive-level facilitation skills.
Bachelor’s degree or equivalent practical experience.

Nice To Haves

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 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 how technology, data, and AI enable growth and retention.
Calm, pragmatic, and adaptable in high-pressure or rapidly changing situations.
Direct and collaborative, with confidence to offer a clear point of view, connect workforce decisions to business outcomes, and know when to listen, influence, challenge, or escalate.
Passion for developing leaders, strengthening teams, and creating an environment where associates can perform and grow.

Responsibilities

Build deep knowledge of Product and RPM strategies, operating models, talent, roadmaps, business priorities, organizational risks, and interdependencies across related functions.
Advise senior Product and RPM 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 dependencies; frame options, influence decisions, and measure results.
Lead people and change strategies for reorganizations, leadership transitions, evolving operating models, portfolio or capability shifts, and adoption of AI-enabled, automated, and data-driven ways of working.
Strengthen enterprise thinking, P&L ownership, accountability, coaching, feedback, performance differentiation, and development across leadership teams; improve decision rights, ownership, and cross-functional handoffs.
Anticipate talent and organizational risks, 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; coordinate solutions around business needs.
Promote consistent application of company policies and people practices while exercising sound judgment in complex, sensitive, and confidential matters.
Collaborate with Technology and Operations HRBP teams to provide cohesive support and reinforce alignment around shared priorities.
Drive ownership and follow-through across capability building, leadership development, career pathways, cross-training, workforce deployment, and change adoption.
Shape talent and organization strategies that balance near-term delivery with long-term capability building, scalable product and pricing platforms, improved customer experiences, disciplined experimentation, and automated and self-service ways of working.