Project Manager, Talent Enablement & Operations

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 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 the talent lifecycle, including 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, this role translates strategic priorities and business needs into clear scope, delivery plans, governance, decisions, and measurable outcomes. The Project Manager independently leads moderately complex initiatives, brings transparency to risks and trade-offs, and creates the conditions for partners to collaborate, own commitments, and sustain new ways of working. Responsibilities Portfolio intake and prioritization: Partner with Talent leaders and functional owners to define business needs, expected value, scope, success measures, capacity requirements, dependencies, and sequencing for proposed initiatives. End-to-end project leadership: Build and manage integrated project plans covering scope, milestones, resources, dependencies, risks, issues, decisions, testing, readiness, launch, stabilization, and closeout. Cross-functional alignment: 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. Business requirements and experience design: 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. Leadership visibility and decision support: Maintain accurate status reporting, roadmaps, action and decision logs, dashboards, and executive-ready materials that surface progress, value, risks, trade-offs, and decisions needed. Change, readiness, and adoption: Partner with functional and change owners to assess stakeholder impacts and deliver communications, training, job aids, playbooks, readiness activities, feedback loops, and adoption measures that embed new ways of working. Technology and vendor delivery: Coordinate business requirements, vendor activities, testing, implementation readiness, issue resolution, and value realization for Talent platforms, tools, automation, and external partnerships. Insights and continuous improvement: Use delivery, process, adoption, experience, and outcome data to identify risks, evaluate impact, recommend improvements, and inform Talent portfolio decisions. Risk, controls, and financial stewardship: Integrate applicable policy, legal, compliance, privacy, accessibility, financial, and operational requirements into project plans and escalate gaps with clear mitigation or decision options. Sustainment and value realization: Confirm operational ownership, documentation, support models, measures, and review cadences before closeout; monitor stabilization and ensure intended outcomes are sustained. What Success Looks Like Priorities are translated into clear, achievable plans with aligned owners, decision rights, milestones, and success measures. Leaders have timely visibility to progress, dependencies, risks, trade-offs, and decisions needed. Initiatives launch with strong operational readiness and measurable adoption among intended users. Project outcomes improve the experience of candidates, associates, leaders, or Talent teams while advancing business value. Solutions transition cleanly to accountable steady-state owners with sustainable processes, controls, documentation, and measures. Partners experience the role as a trusted connector who increases transparency, strengthens collaboration, and reinforces shared accountability. Qualifications Required Qualifications 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, with the ability to align priorities, clarify ownership, manage trade-offs, and drive 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 ident