Project Manager, Talent Enablement & Operations

GEICO•Bethesda, MD

14d•$77,900 - $129,150

About The Position

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 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, the Project Manager translates strategic priorities and business needs into clear scope, delivery plans, governance, decisions, and measurable outcomes. The role independently leads moderately complex initiatives, brings transparency to risks and trade-offs, and enables partners to collaborate, own commitments, and sustain new ways of working.

Requirements

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, aligning priorities, clarifying ownership, managing trade-offs, and driving 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.

Nice To Haves

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.

Responsibilities

Partner with Talent leaders and functional owners to define business needs, expected value, scope, success measures, capacity requirements, dependencies, and sequencing for proposed initiatives.
Build and manage integrated project plans covering scope, milestones, resources, dependencies, risks, issues, decisions, testing, readiness, launch, stabilization, and closeout.
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.
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.
Maintain accurate status reporting, roadmaps, action and decision logs, dashboards, and executive-ready materials that surface progress, value, risks, trade-offs, and decisions needed.
Partner with functional and change owners to assess stakeholder impacts and deliver communications, training, job aids, playbooks, readiness activities, feedback loops, and adoption measures.
Coordinate business requirements, vendor activities, testing, implementation readiness, issue resolution, and value realization for Talent platforms, tools, automation, and external partnerships.
Use delivery, process, adoption, experience, and outcome data to identify risks, evaluate impact, recommend improvements, and inform Talent portfolio decisions.
Integrate applicable policy, legal, compliance, privacy, accessibility, financial, and operational requirements into project plans and escalate gaps with clear mitigation or decision options.
Confirm operational ownership, documentation, support models, measures, and review cadences before closeout; monitor stabilization and ensure intended outcomes are sustained.