GEICO 

Talent Transformation Manager

Location: New York City, NY, or Chicago, IL. This is a hybrid role with a 3-day in-office requirement.

Reports To: Chief of Staff to the Chief Marketing Officer, with a dual line to the Marketing Transformation team.

ABOUT THE ROLE

GEICO Marketing is growing adding headcount, launching new capabilities, investing in our hub offices and team culture, and shifting how it works as AI becomes part of the job. This role exists to organize, project-manage, and drive key programs to ensure that the Marketing team is supported in its growth.

You'll support and drive how GEICO Marketing attracts, develops, and keeps its people: the employer brand and hiring bar, the career development infrastructure, and the culture-building moments that hold the organization together through change. You'll also sit alongside the Marketing Transformation team's change portfolio, helping equip leaders to bring their teams through change well. 

KEY RESPONSIBILITIES

Marketing Talent Attraction, Development, and Retention

• Support GEICO Marketing's structured interview and hiring-bar program to ensure we are consistently hiring the best

• Help incorporate AI-powered assessments into the marketing interview process and evaluate candidate experience and outcomes as new hires onboard to calibrate tool effectiveness

• Formalize and launch Marketing’s onboarding program to best support new hires with the right connections and connect in their first 90 days at GEICO

• Help formalize a mentorship and sponsorship program, ensuring management-level associates have a mentor outside their direct reporting hierarchy, and pair high-potential associates with senior sponsors

• Analyze marketing associate survey and engagement feedback and help define targeted action plans

• Track department completion of required HR and GEICO courses as a non-negotiable standard, flagging participation gaps ahead of mid-year reviews

• As the department invests in new tools and builds new capabilities, partner with leadership to design and launch GEICO Marketing Academy, with resources, learning, and ways of working that make GEICO the best place to be a marketer

Culture, Connection & Workplace Experience

• Project-plan, develop content for, and help run Marketing Department All Hands (twice yearly) and monthly Marketing Town Halls. 

• Support hub-building across Chicago, Bethesda, and NYC with in-person culture and connection moments, in partnership with office leaders.

• Help establish a baseline and year-end target for Marketing associate participation in GEICO ERGs; drive participation through onboarding, All Hands communications, and manager encouragement, and report progress regularly alongside other engagement updates.

• Organize other talent events in partnership with leaders and executive assistants as needed.

Early Career Talent Programs

• Project-manage the internship experience end to end, partnering with People Group and the Marketing Leadership Team to build a program strong enough that interns want to return to GEICO full-time.

• Help co-create learning programming with external partners (e.g., Cannes Lions, Effies) that shares GEICO's POV with the broader marketing community or develops GEICO’s early career talent pipeline.

• Partner with Campus Recruiting to engage with target schools for marketing talent.

Change & Transformation Enablement 

• Partner with leadership to define Marketing’s AI fluency and competency expectations by level and support the framework with meaningful upskilling opportunities.

• Help stand up and manage an always-on change portfolio, giving leaders a view of how much simultaneous change each population is absorbing so initiatives can be sequenced deliberately.

• Equip leaders with practical tools to model transformation behaviors, including building the pathways to celebrate and communicate small wins that reinforce momentum and engagement.

YOU MAY BE A GOOD FIT IF YOU

• You've also touched organizational change or transformation work — building an adoption plan, running a culture campaign, or helping a team absorb a new process.

• You understand why talent strategy and change management have to move together.

• You can take a messy input — a survey result, a sentiment theme, a half-built program — and turn it into a plan senior leaders can act on.

• You'd rather build a program from scratch than inherit one that already works; ambiguity reads as opportunity to you.

• You use AI tools like Claude or Copilot to move faster on research, drafting, and data synthesis.

• You want to be inside the actual work of building how an iconic brand attracts, keeps, and develops its people.

IDEAL EXPERIENCE

• 5–7 years of experience in marketing or talent consulting or organizational change/transformation, ideally with a focus on marketing.

• Experience planning and executing large-scale internal events or communications such as All Hands, Town Halls, or department-wide culture campaigns.

• Working comfort with AI tools (e.g., Claude, Copilot) for research, drafting, and data synthesis.

• Comfort operating cross-functionally without direct authority, influencing People Group, Talent Acquisition, and Marketing Leadership toward a shared plan.

• Bachelor's degree in Human Resources, Organizational Psychology, Business, Communications, or a related field.

STRONG CANDIDATES' MAY ALSO HAVE

• Experience with structured interview or hiring-bar programs designed to raise consistency and quality in hiring decisions.

• A change management certification (e.g., Prosci/ADKAR) or formal organizational development background.

• Experience building employer brand content or campaigns for recruiting channels, including LinkedIn.

• Experience running or scaling an ERG program or similar culture initiative.

• Prior experience in insurance or another regulated financial services industry.

Hybrid: 3 days a week in office

#LI-HB1

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.