Role SummaryThe 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.
Key Responsibilities- 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.
What Success Looks Like- 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.
Required Qualifications- 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.
Preferred Qualifications- 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.
Leadership Attributes- 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.
Location- This role will be hybrid and based out of GEICO's Bethesda, MD office.
Annual Salary$136,325.00 - $212,175.00
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.
At this time, GEICO will not sponsor a new applicant for employment authorization for this position.
