Manager, Talent Management

Locations Preferred: Hybrid – Chevy Chase, MD; New York, NY; or Dallas, TX

Position Overview

The Manager, Talent Management leads the design and execution of enterprise‑wide talent and performance management strategies that strengthen leadership capability, drive performance outcomes, and support internal talent mobility. This role owns critical components of the internal talent lifecycle, including performance management and the enablement of HR technology solutions.

This role offers a unique opportunity to become part of GEICO’s growing Talent Management team—an energetic and forward-thinking group, responsible for delivering transformative approaches across the talent lifecycle for the company. By joining this team, this role will play a pivotal part in shaping impactful change, steering strategic initiatives, and cultivating op talent across the company. Excelling in this role calls for strong execution skills, a spirit of collaboration, and ability to adapt as strategies evolve across a transformational environment. Partnering closely with HR and business leaders, this role manages large‑scale, cross‑functional initiatives to deliver scalable, data‑informed, and future‑ready talent management practices.

The ideal candidate brings strong leadership, experience implementing talent processes and HR technologies in complex organizations, and a proven ability to translate strategy into effective execution to enable a best-in-class associate experience.

Key Responsibilities

Performance & Talent Management

• Own and evolve the enterprise performance management framework, including goal‑setting, evaluation, and feedback processes, while building manager capability to effectively apply performance management practices.
• Design and deliver talent review and succession planning processes that strengthen leadership pipelines, inform development strategies, and support internal mobility.

HR Technology & Enablement

• Lead the design, implementation, and ongoing optimization of Workday HCM Talent and Performance modules, ensuring solutions are scalable, intuitive, and aligned with business needs.
• Partner with HR technology teams and cross‑functional stakeholders to drive adoption, governance, and continuous improvement of talent systems.

Strategy, Innovation & Insights

• Introduce innovative, future‑focused talent and performance management practices that align with organizational strategy and evolving workforce needs.
• Use data, analytics, and insights to assess effectiveness, identify gaps, and recommend enhancements to talent programs and processes.

Stakeholder Partnership

• Collaborate closely with HR partners and business leaders to diagnose talent needs and deliver solutions that reinforce a strong performance culture.
• Manage enterprise‑wide projects, balancing stakeholder expectations, timelines, and outcomes to ensure successful delivery.

Qualifications

Required

• At least 5-7 years of experience in Talent Management or a related HR discipline, including leadership of large‑scale, enterprise initiatives.
• Bachelor’s degree in Psychology, Human Resources, or a related field (or equivalent years of relevant experience).
• Demonstrated experience designing and implementing organization‑wide talent and performance management processes.
• Experience leading or supporting enterprise‑level implementations of Workday Talent and Performance modules or similar HCM platforms.

Preferred

• Master’s degree in Organizational Development, Industrial‑Organizational Psychology, or a related field.
• Experience working in large, complex organizations, preferably within insurance, financial services, or a related industry.
• Strong capability in data‑informed decision‑making and talent analytics.
• Excellent communication, organizational, and analytical skills.

Leadership Competencies

• Enterprise project management and execution
• Strategic thinking and business acumen
• Stakeholder influence and relationship management
• Change leadership and adaptability
• Innovation mindset and continuous improvement
• Accountability for outcomes and results

#LI-EW1

Target Salary Range is towards the lower end

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.