Why Join GEICO?

At GEICO, we offer a rewarding career where your ambitions are met with endless possibilities.

Every day we honor our iconic brand by offering quality coverage to millions of customers and being there when they need us most. We thrive on relentless innovation to exceed our customers' expectations while making a real impact on local communities nationwide.

Founded in 1936, GEICO is a member of the Berkshire Hathaway family of companies and one of the largest auto insurers in the United States. When you join our company, we want you to feel valued, supported, and proud to work here. That's why we offer the GEICO Pledge: Great Company, Great Culture, Great Rewards, and Great Careers.

Job Summary

GEICO is seeking a Manager, Talent Operations & Intelligence to lead the operational effectiveness, performance measurement, governance, and business management capabilities of the Talent organization.

This role is responsible for establishing the operating rhythm, decision-making processes, and performance measurement frameworks that enable Talent leaders to execute effectively and make informed business decisions. The Manager combines operational leadership, strategic planning, talent intelligence, and people leadership to drive transparency, accountability, and continuous improvement across the Talent function.

The Manager serves as a strategic partner to Talent leadership by translating organizational priorities into measurable outcomes, delivering actionable insights, and ensuring leaders have the information, governance, and operational structure needed to achieve business objectives.

The role leads Talent Intelligence resources and partners closely with Talent Acquisition, Talent Management, People Group, Learning & Development, People Technology, People Analytics, Finance, and Communications to improve business performance and organizational effectiveness.

Key Responsibilities:

Talent Intelligence & Performance

• Lead the Talent Intelligence function and establish a roadmap for reporting, analytics, and workforce insights.
• Develop and maintain Talent KPI frameworks, scorecards, benchmarks, and success measures.
• Analyze recruiting, workforce, learning, performance, engagement, and talent data to identify trends, risks, and opportunities.
• Deliver executive-ready reporting, dashboards, and business narratives that support decision-making.
• Translate complex data into actionable recommendations that improve Talent outcomes and organizational effectiveness.
• Monitor organizational health and identify leading indicators of performance, capacity, and risk.
• Partner with People Analytics and People Technology to improve access, quality, and utilization of Talent data.

Talent Operations & Governance

• Own the Talent organization's operating rhythm, including leadership meetings, business reviews, planning sessions, governance forums, and operational cadences.
• Design agendas, curate pre-read materials, prepare speakers, and facilitate leadership readiness.
• Establish governance practices that drive accountability, transparency, prioritization, and effective decision-making.
• Capture and communicate decisions, actions, risks, and dependencies.
• Lead post-forum communication cascades and ensure commitments are executed.

Strategic Planning & Portfolio Management

• Support annual, quarterly, and monthly Talent planning processes.
• Maintain visibility into Talent priorities, initiatives, dependencies, and resource needs.
• Partner with Talent leaders to prioritize investments, initiatives, and operational improvements.
• Track progress against commitments and strategic objectives.
• Facilitate organizational reviews and business performance discussions.
• Organizational Effectiveness & Continuous Improvement
• Evaluate the effectiveness of Talent programs, processes, and investments.
• Identify opportunities to simplify, standardize, automate, and improve Talent operations.
• Implement operational best practices and scalable governance models.
• Drive continuous improvement through measurement, feedback, and data-driven insights.

Stakeholder Partnership

• Serve as a trusted advisor to Talent leaders on performance, planning, governance, and organizational effectiveness.
• Build strong partnerships across Talent, People Group functions, Finance, Communications, and Technology teams.
• Align stakeholders around priorities, objectives, and success measures.
• Support enterprise initiatives that require Talent partnership, planning, and reporting.

People Leadership

• Lead and develop Talent Intelligence and operational support resources.
• Foster a culture of accountability, curiosity, collaboration, and continuous improvement.
• Provide coaching and development opportunities that enhance analytical, operational, and consulting capabilities.
• Establish clear priorities and performance expectations aligned with Talent objectives.

Expected Deliverables:

The Manager, Talent Operations & Intelligence may own and maintain:

• Talent Intelligence
• Talent KPI Framework
• Executive Talent Scorecard
• Talent Health Dashboard
• Workforce Planning Analytics
• Recruiting Performance Reporting
• Capacity and Productivity Metrics
• Talent Program Effectiveness Reporting
• Talent Risk and Opportunity Assessments
• Operations & Governance
• Annual Talent Operating Plan
• Quarterly Business Reviews
• Leadership Forum Agendas and Communications
• Talent Portfolio Governance
• Priority Tracking and Accountability Reporting
• Organizational Readiness Assessments
• Executive Summaries and Business Updates

Required Qualifications:

Education:

Bachelor's degree [or equivalent experience]

Business Administration

Human Resources

Organizational Leadership

Analytics

Finance

Industrial/Organizational Psychology

Economics

Related field

Master's degree preferred.

Experience

• 7+ years of experience in Talent Operations, People Analytics, HR Operations, Business Operations, Strategy, Consulting, or related disciplines.
• Experience leading business planning, governance, reporting, or organizational effectiveness initiatives.
• Experience managing and developing talent.
• Experience supporting executive leaders and influencing decisions through data and insights.
• Experience operating in a highly matrixed and fast-paced environment.

Technical Skills

• Strong analytical, problem-solving, and consulting capabilities.
• Experience developing executive scorecards, KPI frameworks, and performance reporting.
• Experience with workforce, recruiting, or HR analytics.
• Strong presentation, storytelling, and communication skills.
• Experience with business intelligence and data visualization tools.
• Ability to manage multiple priorities and drive execution across stakeholders.

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.

The GEICO Pledge:

Great Company: Protecting customers through life’s twists and turns with innovation and integrity.

Great Careers: Personalized development programs, mentorship, and certification assistance.

Great Culture: Inclusive and collaborative culture rooted in shared success.

Great Rewards: Competitive pay, benefits, and flexibility to support your well-being and future.

The equal employment opportunity policy of the GEICO Companies provides for a fair and equal employment opportunity for all associates and job applicants regardless of race, color, religious creed, national origin, ancestry, age, gender, pregnancy, sexual orientation, gender identity, marital status, familial status, disability or genetic information, in compliance with applicable federal, state and local law. GEICO hires and promotes individuals solely on the basis of their qualifications for the job to be filled.

GEICO reasonably accommodates qualified individuals with disabilities to enable them to receive equal employment opportunity and/or perform the essential functions of the job, unless the accommodation would impose an undue hardship to the Company. This applies to all applicants and associates. GEICO also provides a work environment in which each associate is able to be productive and work to the best of their ability. We do not condone or tolerate an atmosphere of intimidation or harassment. We expect and require the cooperation of all associates in maintaining an atmosphere free from discrimination and harassment with mutual respect by and for all associates and applicants.