talent acquisition director

GEICO

<div>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 through relentless innovation to exceed our customers&rsquo; expectations while making a real impact for our company through our shared purpose.
When you join our company, we want you to feel valued, supported and proud to work here. That&rsquo;s why we offer The GEICO Pledge: Great Company, Great Culture, Great Rewards and Great Careers.
As the Senior Director, Talent Acquisition Enablement and Operations you will drive scalability, optimization, and operational excellence across our global talent acquisition function. This role will be instrumental in building and evolving the systems, processes, and tools that enable our recruiting teams to operate efficiently and effectively as we continue to scale our workforce strategically across key geographies. 
 
Reporting to the Head of Talent as a key member of the Talent leadership team, you will partner closely with recruiting leaders, Finance, HRBPs, People Operations, and technology teams to optimize our talent acquisition technology stack, drive data-driven decision making, and lead critical change management initiatives that support our evolving hiring strategy.
What You&rsquo;ll Do
Enablement<ul><li>
Design, implement, and continuously optimize talent acquisition processes, workflows, and systems to drive efficiency, consistency, and scalability across global recruiting operations</li><li>
Drive change management for major talent acquisition transformations, including communication planning, stakeholder engagement, training development, and adoption tracking</li><li>
Lead talent acquisition enablement initiatives including recruiter onboarding, ongoing training programs, process documentation, and the creation of resources that enable teams to execute effectively</li></ul>
Reporting &amp; Analytics<ul><li>
Partner with People Tech to configure workflows, build reporting capabilities, and ensure seamless integration with Workday HRIS</li><li>
Build and maintain comprehensive reporting and analytics frameworks that provide visibility into recruiting metrics, capacity planning, and operational performance across regions and functions</li><li>
Identify opportunities for automation and process improvement, leveraging technology to reduce manual work and increase recruiter productivity</li></ul>
Vendor Management<ul><li>
Manage vendor relationships and evaluate new tools and technologies to enhance talent acquisition capabilities</li><li>
Provide end-to-end support for vendor enablement and management inclusive of vendor decision making, engagement, enablement, and relationship management.</li><li>
Development of project charter, documentation of requirements, and support through deal review/business justification decks</li></ul>
Emerging Talent Programs<ul><li>
Lead workforce and talent planning for emerging careers, including annual demand collection, requisition strategy, intern‑to‑FTE conversion planning, and budget alignment in partnership with key stakeholders</li><li>
Oversee sourcing, selection, and conversion strategies to deliver a strong, inclusive candidate experience and high‑quality early career hires globally</li><li>
Drive early talent strategies through impactful branding, event planning, intern programming, ambassador training, digital outreach, and high-touch candidate engagement.</li><li>
Establish and maintain pipelines with diverse colleges, universities, and professional organizations to attract underrepresented talent.</li></ul>
People Leadership<ul><li>
Lead, manage and coach a distributed Enablement, Operations and Candidate Experience team</li><li>
Partner with Finance, HRBP and People Operations teams to ensure alignment between talent acquisition systems, workforce planning processes, and organizational design initiatives</li></ul>
What You&rsquo;ll Bring
<ul><li>Bachelor&rsquo;s degree or equivalent experience in Business, Human Resources, or related field preferred.</li><li>
10+ years of progressive leadership experience, including leading people managers and geographically distributed teams, in talent acquisition operations, enablement, or related roles supporting recruiting at scale</li><li>
Proven track record of developing and implementing strategic talent initiatives in dynamic environments.</li><li>
Exceptional communication, interpersonal, and influencing skills.</li><li>
Strong knowledge of compliance, HR best practices, and change management principles.</li><li>
Strong working knowledge of Workday HRIS with experience integrating recruiting and HR systems</li><li>
Demonstrated track record of building scalable processes and systems from the ground up in high-growth environments</li><li>
Exceptional change management skills with experience leading organizational transformations and driving adoption of new processes or tools</li><li>
Strong analytical capabilities with experience building reporting frameworks, analyzing recruiting metrics, and translating data into actionable insights</li><li>
Excellent project management skills with ability to manage multiple complex initiatives simultaneously, utilizing strong communication skills (written and verbal)</li><li>
Collaborative partnership approach with ability to influence stakeholders at all levels without direct authority</li><li>
Systems thinking mindset with ability to see connections between processes, tools, and organizational strategy</li><li>
Comfort with ambiguity and ability to operate effectively in a fast-paced, evolving environment</li><li>
Demonstrated track record of building scalable processes and systems from the ground up in high-growth environments</li><li>
Exceptional change management skills with experience leading organizational transformations and driving adoption of new processes or tools</li><li>
Strong analytical capabilities with experience building reporting frameworks, analyzing recruiting metrics, and translating data into actionable insights</li></ul> 
Annual Salary
$195,000.00 - $315,000.00
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&rsquo;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. 
The GEICO Pledge:
Great Company: At GEICO, we help our customers through life&rsquo;s twists and turns. Our mission is to protect people when they need it most and we&rsquo;re constantly evolving to stay ahead of their needs.
We&rsquo;re an iconic brand that thrives on innovation, exceeding our customers&rsquo; expectations and enabling our collective success. From day one, you&rsquo;ll take on exciting challenges that help you grow and collaborate with dynamic teams who want to make a positive impact on people&rsquo;s lives.
Great Careers: We offer a career where you can learn, grow, and thrive through personalized development programs, created with your career &ndash; and your potential &ndash; in mind. You&rsquo;ll have access to industry leading training, certification assistance, career mentorship and coaching with supportive leaders at all levels.
Great Culture: We foster an inclusive culture of shared success, rooted in integrity, a bias for action and a winning mindset. Grounded by our core values, we have an an established culture of caring, inclusion, and belonging, that values different perspectives. Our teams are led by dynamic, multi-faceted teams led by supportive leaders, driven by performance excellence and unified under a shared purpose.
As part of our culture, we also offer employee engagement and recognition programs that reward the positive impact our work makes on the lives of our customers.
Great Rewards: We offer compensation and benefits built to enhance your physical well-being, mental and emotional health and financial future.<ul><li>
Comprehensive Total Rewards program that offers personalized coverage tailor-made for you and your family&rsquo;s overall well-being.</li><li>
Financial benefits including market-competitive compensation; a 401K savings plan vested from day one that offers a 6% match; performance and recognition-based incentives; and tuition assistance.</li><li>
Access to additional benefits like mental healthcare as well as fertility and adoption assistance.</li><li>
Supports flexibility- We provide workplace flexibility as well as our GEICO Flex program, which offers the ability to work from anywhere in the US for up to four weeks per year.</li></ul>
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.</div>

Senior Director, Talent Acquisition Enablement and Operations

Booz Allen Hamilton

<div>
 
 Job Number: R0236598
 
 
 
 Talent Acquisition Strategist
 
 
 
 The Opportunity
 
 
 :
 
 
 
 As a Talent Acquisition Strategist, you will work closely with Navy clients to tackle their unique challenges for attracting, recruiting, hiring, and acclimating top talent by creating and implementing innovative strategies and data-driven solutions. Drawing on your consulting acumen and talent management expertise, you will quickly shape ideas to bring about positive change, all while collaborating with a high-performing team and driving progress for our client&rsquo;s dynamic needs.
 
 
 
 What You'll Work On:
 
 
 
 <ul>
 <li>
 Design and implement creative recruitment strategies to quickly identify, attract, and hire top talent into the government space.
 </li>
 <li>
 Develop and execute recruiting process improvement efforts using change management principles to align talent, capabilities, and business operations.
 </li>
 <li>
 Design and launch robust data collection efforts, perform advanced data analysis and visualization, use data insights to tell compelling stories, and leverage findings to develop customized recommendations to improve the recruiting lifecycle.
 </li>
 <li>
 Create and implement materials that provide a professional, timely, and engaging onboarding experience for new hires, including communications, orientation, and ongoing indoctrination activities.
 </li>
 <li>
 Integrate new tools and technologies into the talent acquisition lifecycle, streamlining the candidate experience and alleviating manual burden.
 </li>
 <li>
 Work independently to create visually appealing, data-centric client deliverables.
 
 
 
 </li>
 </ul>
 Join us. The world can&rsquo;t wait.
 
 
 
 You Have:
 
 
 
 <ul>
 <li>
 3+ years of experience with recruiting and hiring
 </li>
 <li>
 Experience assessing talent acquisition programs and processes to identify areas for improvement
 </li>
 <li>
 Experience in facilitation and producing clear and compelling written content
 </li>
 <li>
 Secret clearance
 </li>
 <li>
 Bachelor's degree in Industrial Organizational, Psychology, or Business
 
 
 
 </li>
 </ul>
 
 Nice If You Have:
 
 
 
 <ul>
 <li>
 5+ years of experience with human capital or change management
 </li>
 <li>
 Experience with government recruiting and hiring
 </li>
 <li>
 Possession of excellent verbal and written communication skills
 </li>
 <li>
 Master's degree in Industrial Organizational Psychology or Psychology
 </li>
 <li>
 Human Capital Strategist or Change Management Certification
 
 
 
 </li>
 </ul>
 
 Clearance:
 
 
 
 Applicants selected will be subject to a security investigation and may need to meet eligibility requirements for access to classified information; Secret clearance is required.
 
 
 
 Compensation
 
 
 
 At Booz Allen, we celebrate your contributions, provide you with opportunities and choices, and support your total well-being. Our offerings include health, life, disability, financial, and retirement benefits, as well as paid leave, professional development, tuition assistance, work-life programs, and dependent care. Our recognition awards program acknowledges employees for exceptional performance and superior demonstration of our values. Full-time and part-time employees working at least 20 hours a week on a regular basis are eligible to participate in Booz Allen&rsquo;s benefit programs. Individuals that do not meet the threshold are only eligible for select offerings, not inclusive of health benefits. We encourage you to learn more about our total benefits by visiting the Resource page on our Careers site and reviewing Our Employee Benefits page.
 
 
 Salary at Booz Allen is determined by various factors, including but not limited to location, the individual&rsquo;s particular combination of education, knowledge, skills, competencies, and experience, as well as contract-specific affordability and organizational requirements. The projected compensation range for this position is $55,200.00 to $126,000.00 (annualized USD). The estimate displayed represents the typical salary range for this position and is just one component of Booz Allen&rsquo;s total compensation package for employees. This posting will close within 90 days from the Posting Date.
 
 
 
 Identity Statement
 
 
 
 As part of the hiring process, we will ask you to complete an identity verification process that leverages advanced biometrics and artificial intelligence to ensure authenticity and protect against identity fraud. You are expected to be on camera during interviews and assessments. We reserve the right to take your picture to verify your identity and prevent fraud.
 
 
 
 Candidate AI Usage Policy
 
 
 
 AI is a part of our daily work at Booz Allen, and we are committed to the responsible and ethical use of AI tools. However, we want to ensure a fair candidate process based on
 
 your
 
 own skills and knowledge. As part of this commitment, the use of artificial intelligence (AI) or other tools to assist with responses during interviews (whether in-person or virtual) is prohibited
 
 unless permission is explicitly provided
 
 .
 
 
 
 Work Model
 
 
 
 Our people-first culture prioritizes the benefits of collaboration, whether it occurs in person or virtually. To support engagement and effective communication, employees working virtually are generally expected to have their cameras on during meetings.
 
 
 <ul>
 <li>
 Remote: If this position is listed as remote, there may still be occasions when you are required to work in person at a Booz Allen or customer facility.
 </li>
 <li>
 Hybrid: If this position is listed as hybrid, you will be expected to work from a Booz Allen facility frequently, in alignment with leadership expectations and the needs of the role. You may also be required to work from or visit a customer facility.
 </li>
 <li>
 Onsite: If this position is listed as onsite, work will primarily be performed at a Booz Allen office or customer facility, where employees will collaborate directly with colleagues and customers as required by the role.
 
 
 
 </li>
 </ul>
 
 Commitment to Non-Discrimination
 
 
 
 All qualified applicants will receive consideration for employment without regard to disability, status as a protected veteran or any other status protected by applicable federal, state, local, or international law.
</div>

Talent Acquisition Strategist

<div>
 
 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 through relentless innovation to exceed our customers&rsquo; expectations while making a real impact for our company through our shared purpose.
 
 
 
 
 When you join our company, we want you to feel valued, supported and proud to work here. That&rsquo;s why we offer The GEICO Pledge: Great Company, Great Culture, Great Rewards and Great Careers.
 
 
 
 The Sr Director - Executive Recruiting is the strategic leader responsible for designing, deploying, and governing the processes by which GEICO identifies, assesses, and hires its most senior executive talent (Director and above). You will operate at the enterprise level, partnering closely with senior stakeholders to strengthen leadership pipelines and deliver high-impact outcomes. From market insights to candidate engagement to assessment, you will oversee the full journey of executive recruitment&mdash;building trusted partnerships, leveraging market intelligence, and cultivating inclusive networks of talent that ensure GEICO is equipped with the leadership needed to thrive in the fast-paced, competitive insurance landscape.
 
 
 As a direct report to the Head of Talent, you will set the vision and strategy for enterprise-wide executive recruitment &ndash; designing data-driven approaches that attract diverse, world-class leaders aligned with our values and long-term business priorities. Through market insights, strategic storytelling, and stakeholder engagement, you will position GEICO as an employer of choice &ndash; creating a destination for purpose-driven careers that fuel our vision.
 
 
 
 What You&rsquo;ll Do
 
 
 
 Strategic Function Establishment &amp; Governance
 
 
 <ul>
 <li>
 Design, implement, and own the Executive Search Operating Model, defining the standards, processes, and selection methodology for all executive searches, including decisioning on when to partner with top executive search firms
 </li>
 <li>
 Translate business priorities into actionable talent strategies that strengthen leadership pipelines and drive organizational success.
 </li>
 <li>
 Define clear standards for intake, scoping, talent mapping, prospecting, candidate presentation, and interview stages to ensure consistency
 </li>
 <li>
 Create, lead, and execute the executive search process, govern and report on recruiting metrics, as well as search firm spend and cost avoidance
 </li>
 <li>
 Act as the primary strategic advisor to the C-suite, and business leaders, building trust in the internal team's ability to successfully fill critical leadership gaps balanced with a measured approach to search firm engagement
 </li>
 <li>
 Ensure all senior candidates, regardless of outcome, receive a premium, consistent, and respectful experience that reinforces the employer brand
 </li>
 <li>
 Establish future-focused relationships with passive executive talent by assessing leadership potential and brand alignment, ensuring a proactive pipeline.
 
 
 </li>
 </ul>
 People Leadership
 
 
 <ul>
 <li>
 Manage an Executive Search Team and the full life cycle of executive recruitment, from strategic intake and market mapping to candidate engagement, assessment, and onboarding
 </li>
 <li>
 Direct team efforts toward sourcing for active searches while launching continuous projects to map external talent for multiple leadership profiles at a time
 </li>
 <li>
 Communicate expectations of team dynamics, performance, and relationship building with internal and external stakeholders
 </li>
 <li>
 Establish clear and concise performance goals for each team member and ensure open lines of communication on progress towards goals
 </li>
 <li>
 Identify opportunities for development, appropriate training, and potential certifications
 
 
 </li>
 </ul>
 
 What You&rsquo;ll Need
 
 
 
 <ul>
 <li>
 Minimum of 10+ years of progressive leadership experience in executive recruiting, with significant tenure leading VP-level and above searches, ideally within a high-growth, high-scale insurance &amp;/or technology environment
 </li>
 <li>
 Proven experience designing and/or overhauling executive search processes, creating more mature practices and higher value
 </li>
 <li>
 Exceptional communication skills with a demonstrated ability to partner, influence, and build credibility with C-level executives and the Board
 </li>
 <li>
 Proven experience serving as a trusted advisor and strategic partner to business leaders, proactively exploring and recommending options related to organizational design and talent strategy
 </li>
 <li>
 Deep commitment to aligning rigorous selection practices with organizational values and a demonstrated understanding of how executive talent directly drives large-scale business transformation
 </li>
 <li>
 Demonstrated expert on trends within the market &amp; industries, as well as internal shifts that may impact the business and hiring demands
 </li>
 <li>
 Current pulse on the market landscape of emerging technology that is disrupting the talent acquisition lifecycle and identifying opportunities for innovation
 </li>
 <li>
 Driven proactive market research and promote/drive referrals especially in areas where the talent landscape is particularly competitive
 </li>
 <li>
 Integrate primary research, internal data, secondary sources, and marketplace intelligence in analyses that drive business decisions; embrace data &amp; analytics
 </li>
 <li>
 Influence and educate stakeholders and interviewers, delivering on a consistent recruiting process for both the client and candidate
 </li>
 <li>
 Build and maintain relationships with internal and external partners (i.e. search firms)
 </li>
 <li>
 Demonstrated track record of building scalable processes and systems from the ground up in high-growth environments
 </li>
 <li>
 Exceptional change management skills with experience leading organizational transformations and driving adoption of new processes or tools
 </li>
 <li>
 Strong analytical capabilities with experience building reporting frameworks, analyzing recruiting metrics, and translating data into actionable insights
 
 
 </li>
 </ul>
 
 Annual Salary
 
 
 
 $195,000.00 - $315,000.00
 
 
 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&rsquo;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.
 
 
 
 The GEICO Pledge
 
 
 
 
 Great Company:
 
 At GEICO, we help our customers through life&rsquo;s twists and turns. Our mission is to protect people when they need it most and we&rsquo;re constantly evolving to stay ahead of their needs.
 
 
 We&rsquo;re an iconic brand that thrives on innovation, exceeding our customers&rsquo; expectations and enabling our collective success. From day one, you&rsquo;ll take on exciting challenges that help you grow and collaborate with dynamic teams who want to make a positive impact on people&rsquo;s lives.
 
 
 
 Great Careers:
 
 We offer a career where you can learn, grow, and thrive through personalized development programs, created with your career &ndash; and your potential &ndash; in mind. You&rsquo;ll have access to industry leading training, certification assistance, career mentorship and coaching with supportive leaders at all levels.
 
 
 
 Great Culture:
 
 We foster an inclusive culture of shared success, rooted in integrity, a bias for action and a winning mindset. Grounded by our core values, we have an an established culture of caring, inclusion, and belonging, that values different perspectives. Our teams are led by dynamic, multi-faceted teams led by supportive leaders, driven by performance excellence and unified under a shared purpose.
 
 
 As part of our culture, we also offer employee engagement and recognition programs that reward the positive impact our work makes on the lives of our customers.
 
 
 
 Great Rewards:
 
 We offer compensation and benefits built to enhance your physical well-being, mental and emotional health and financial future.
 
 
 <ul>
 <li>
 Comprehensive Total Rewards program that offers personalized coverage tailor-made for you and your family&rsquo;s overall well-being.
 </li>
 <li>
 Financial benefits including market-competitive compensation; a 401K savings plan vested from day one that offers a 6% match; performance and recognition-based incentives; and tuition assistance.
 </li>
 <li>
 Access to additional benefits like mental healthcare as well as fertility and adoption assistance.
 </li>
 <li>
 Supports flexibility- We provide workplace flexibility as well as our GEICO Flex program, which offers the ability to work from anywhere in the US for up to four weeks per year.
 
 
 </li>
 </ul>
 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.
</div>

Sr Director - Executive Recruiting

<div>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 through relentless innovation to exceed our customers&rsquo; expectations while making a real impact for our company through our shared purpose.
When you join our company, we want you to feel valued, supported and proud to work here. That&rsquo;s why we offer The GEICO Pledge: Great Company, Great Culture, Great Rewards and Great Careers.
The Sr Director - Executive Recruiting is the strategic leader responsible for designing, deploying, and governing the processes by which GEICO identifies, assesses, and hires its most senior executive talent (Director and above). You will operate at the enterprise level, partnering closely with senior stakeholders to strengthen leadership pipelines and deliver high-impact outcomes. From market insights to candidate engagement to assessment, you will oversee the full journey of executive recruitment&mdash;building trusted partnerships, leveraging market intelligence, and cultivating inclusive networks of talent that ensure GEICO is equipped with the leadership needed to thrive in the fast-paced, competitive insurance landscape.
As a direct report to the Head of Talent, you will set the vision and strategy for enterprise-wide executive recruitment &ndash; designing data-driven approaches that attract diverse, world-class leaders aligned with our values and long-term business priorities. Through market insights, strategic storytelling, and stakeholder engagement, you will position GEICO as an employer of choice &ndash; creating a destination for purpose-driven careers that fuel our vision. 
 
What You&rsquo;ll Do 
 
Strategic Function Establishment &amp; Governance<ul><li>
Design, implement, and own the Executive Search Operating Model, defining the standards, processes, and selection methodology for all executive searches, including decisioning on when to partner with top executive search firms</li><li>
Translate business priorities into actionable talent strategies that strengthen leadership pipelines and drive organizational success.</li><li>
Define clear standards for intake, scoping, talent mapping, prospecting, candidate presentation, and interview stages to ensure consistency</li><li>
Create, lead, and execute the executive search process, govern and report on recruiting metrics, as well as search firm spend and cost avoidance</li><li>
Act as the primary strategic advisor to the C-suite, and business leaders, building trust in the internal team's ability to successfully fill critical leadership gaps balanced with a measured approach to search firm engagement</li><li>
Ensure all senior candidates, regardless of outcome, receive a premium, consistent, and respectful experience that reinforces the employer brand</li><li>
Establish future-focused relationships with passive executive talent by assessing leadership potential and brand alignment, ensuring a proactive pipeline.</li></ul>
People Leadership<ul><li>
Manage an Executive Search Team and the full life cycle of executive recruitment, from strategic intake and market mapping to candidate engagement, assessment, and onboarding</li><li>
Direct team efforts toward sourcing for active searches while launching continuous projects to map external talent for multiple leadership profiles at a time</li><li>
Communicate expectations of team dynamics, performance, and relationship building with internal and external stakeholders</li><li>
Establish clear and concise performance goals for each team member and ensure open lines of communication on progress towards goals</li><li>
Identify opportunities for development, appropriate training, and potential certifications</li></ul>
What You&rsquo;ll Need
<ul><li>Minimum of 10+ years of progressive leadership experience in executive recruiting, with significant tenure leading VP-level and above searches, ideally within a high-growth, high-scale insurance &amp;/or technology environment</li><li>
Proven experience designing and/or overhauling executive search processes, creating more mature practices and higher value</li><li>
Exceptional communication skills with a demonstrated ability to partner, influence, and build credibility with C-level executives and the Board</li><li>
Proven experience serving as a trusted advisor and strategic partner to business leaders, proactively exploring and recommending options related to organizational design and talent strategy</li><li>
Deep commitment to aligning rigorous selection practices with organizational values and a demonstrated understanding of how executive talent directly drives large-scale business transformation</li><li>
Demonstrated expert on trends within the market &amp; industries, as well as internal shifts that may impact the business and hiring demands</li><li>
Current pulse on the market landscape of emerging technology that is disrupting the talent acquisition lifecycle and identifying opportunities for innovation</li><li>
Driven proactive market research and promote/drive referrals especially in areas where the talent landscape is particularly competitive</li><li>
Integrate primary research, internal data, secondary sources, and marketplace intelligence in analyses that drive business decisions; embrace data &amp; analytics</li><li>
Influence and educate stakeholders and interviewers, delivering on a consistent recruiting process for both the client and candidate</li><li>
Build and maintain relationships with internal and external partners (i.e. search firms)</li><li>
Demonstrated track record of building scalable processes and systems from the ground up in high-growth environments</li><li>
Exceptional change management skills with experience leading organizational transformations and driving adoption of new processes or tools</li><li>
Strong analytical capabilities with experience building reporting frameworks, analyzing recruiting metrics, and translating data into actionable insights</li></ul> 
Annual Salary
$195,000.00 - $315,000.00
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&rsquo;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. 
The GEICO Pledge:
Great Company: At GEICO, we help our customers through life&rsquo;s twists and turns. Our mission is to protect people when they need it most and we&rsquo;re constantly evolving to stay ahead of their needs.
We&rsquo;re an iconic brand that thrives on innovation, exceeding our customers&rsquo; expectations and enabling our collective success. From day one, you&rsquo;ll take on exciting challenges that help you grow and collaborate with dynamic teams who want to make a positive impact on people&rsquo;s lives.
Great Careers: We offer a career where you can learn, grow, and thrive through personalized development programs, created with your career &ndash; and your potential &ndash; in mind. You&rsquo;ll have access to industry leading training, certification assistance, career mentorship and coaching with supportive leaders at all levels.
Great Culture: We foster an inclusive culture of shared success, rooted in integrity, a bias for action and a winning mindset. Grounded by our core values, we have an an established culture of caring, inclusion, and belonging, that values different perspectives. Our teams are led by dynamic, multi-faceted teams led by supportive leaders, driven by performance excellence and unified under a shared purpose.
As part of our culture, we also offer employee engagement and recognition programs that reward the positive impact our work makes on the lives of our customers.
Great Rewards: We offer compensation and benefits built to enhance your physical well-being, mental and emotional health and financial future.<ul><li>
Comprehensive Total Rewards program that offers personalized coverage tailor-made for you and your family&rsquo;s overall well-being.</li><li>
Financial benefits including market-competitive compensation; a 401K savings plan vested from day one that offers a 6% match; performance and recognition-based incentives; and tuition assistance.</li><li>
Access to additional benefits like mental healthcare as well as fertility and adoption assistance.</li><li>
Supports flexibility- We provide workplace flexibility as well as our GEICO Flex program, which offers the ability to work from anywhere in the US for up to four weeks per year.</li></ul>
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.</div>

U.S. Office of Personnel Management

Deputy Associate Director, Center for Employment and Compensation

<div>About EAB

At EAB, our mission is to make education smarter and our communities stronger. We work with more than 2,800 institutions to drive transformative change through data-driven insights and best-in-class capabilities. From kindergarten to college to career, EAB partners with leaders and practitioners to accelerate progress and drive results across enrollment, student success, institutional strategy, data analytics, advancement, and the workplace.

Seramount is a global talent services firm that helps HR leaders prepare for the workplace of tomorrow. We have over four decades of experience creating employee-centric strategies that align with business outcomes for our 600 partner organizations. By combining data-driven insights, expert research, advisory services, and innovative technology, we help unlock what&rsquo;s possible with a truly engaged workforce.

Now, with the acquisition of Forage, employer branding and talent sourcing. Forage provides best-in-class virtual job simulations and career preparation tools to students worldwide. The simulations offer students a real-world look at a wide variety of companies and career paths so they can make more informed choices after college. Forage&rsquo;s job simulations help over 100 companies build brand awareness with students, identify and nurture high-intent applicants, and increase efficiency in the recruiting process.

At EAB, we serve not only our partner institutions and organizations but each other&mdash;that's why we are always working to make sure our employees love their jobs and are invested in their communities. See how we've been recognized for this dedication to our employees by checking out our recent awards.

For more information, visit our Careers page.
The Role in Brief:

Partner Development Executive, HR Executive Board

This consultative sales position will be responsible for new business development with employers (including emphasis on the Fortune 500), representing EAB&rsquo;s Talent Solutions to prospective corporate partners (i.e., clients) and closing engagements.

The HR Executive Board is Seramount's newest offering for CHROs and heads of talent - designed to meet the moment with the strategic guidance, research rigor, and peer community you've been asking for.

Partner Development Executives at EAB are responsible for establishing relationships with key decision makers. We hire persuasive leaders with a knack for teaching and explaining concepts &ndash; people who are comfortable listening to our partners and then mapping their problems to our services and solutions. As our ambassadors and connectors, Partner Development Executives are pivotal to the growth of our firm.

As a Partner Development Executive, you will be responsible for generating leads and managing the sales process in order to convert new partners. We are seeking sales professionals who have a strong record of success achieving and exceeding sales goals within a team selling environment.

When you work at EAB in Partner Development, you&rsquo;ll be making a difference. Our people care about doing their best, and our collaborative environment is energizing and rewarding. You&rsquo;ll be part of a work environment where your voice counts and even small ideas can lead to big opportunities.

This position is listed as Partner Development Executive for posting purposes; the official title of this hire is expected to be Associate Director, Director, or Senior Director of Partner Development (candidates are being considered across all levels) to align with EAB business norms.

Partner Development Executives may be based in Washington, DC; Richmond, VA; or remotely within the continental United States. Remote candidates with willingness to travel are welcomed and encouraged to apply.

Primary Responsibilities:
<ul>
<li>Prospect and build new business within an assigned territory of organizations; acquire new partners successfully</li>
<li>Build relationships by meeting with leaders to discuss their strategic challenges and opportunities, present best practice solutions and effectively sell the vision of EAB&rsquo;s Corporate Talent Solutions capabilities</li>
<li>Conduct live presentations, including diagnostic evaluations and technical demonstrations, to understand prospective partner needs and educate key stakeholders on the value of EAB&rsquo;s Corporate Talent products and services</li>
<li>Meet annual revenue goals through management of a sales pipeline with pursuits in various stages of the evaluation process</li>
<li>Work with other sales, marketing and delivery team members to drive increased revenue within an assigned portfolio of organizations</li>
<li>Maintain up-to-date knowledge of competitors</li>
<li>Provide insights from partner development visits to inform future initiatives and new product development inquiries across Forage, Seramount, and EAB&rsquo;s product suite</li>
<li>Indirectly manage team members to goals, providing formal feedback and guidance on professional development</li>
</ul>
Basic Qualifications:
<ul>
<li>Bachelor&rsquo;s Degree from an accredited college/university</li>
<li>Proven track record of success exceeding personal revenue targets in business development roles</li>
<li>Experience representing complex products or services to external partners in a trusted, consultative capacity</li>
<li>Ability to negotiate and excellent persuasion skills</li>
<li>Willingness to travel domestically at least 25-50%</li>
<li>Valid driver&rsquo;s license</li>
<li>Professional experience in at least three of the following:</li>
<li><ul><li>Corporate sector</li>
<li>Delivering client presentations and facilitating discussions</li>
<li>Sales or Account Management</li>
<li>Breaking down complex or abstract ideas into simpler concepts</li>
<li>Partner management</li>
</ul></li></ul>Ideal Qualifications:
<ul>
<li>4-10+ years of relevant full-time professional experience</li>
<li>Experience selling consultative, recruiting-oriented, information-based, or technology-driven services</li>
<li>Relevant experience in the employer branding and/or corporate recruiting fields</li>
<li>Ability to engage corporate parties on Talent/HR challenges and opportunities to facilitate broader community impact</li>
<li>Experience working within or partnering with a Talent Management or Human Resources function</li>
<li>Comfort with creative lead generation and new business acquisition strategies</li>
<li>Desire to achieve success in a sales environment and sell prospects on the current and future value proposition of a product or service</li>
<li>Engaging and memorable presentation style; demonstrated ability to build rapport and credibility quickly with an executive-level audience</li>
<li>Proven track record of success in achieving revenue quota and sales targets</li>
<li>Demonstrated ability to listen and diagnose a problem and map a solution in the moment</li>
<li>Demonstrated creativity and initiative when it comes to problem solving and/or project ownership</li>
<li>Resilience and comfort with ambiguity; ability to be flexible and adaptable in a changing environment</li>
<li>Ability to indirectly manage a Sales Associate to goal, coach and provide constructive formal and informal feedback</li>
<li>Receptive to feedback, coaching and constructive criticism; ability to learn from mistakes</li>
<li>Proven experience managing multiple priorities, strong prioritization and organizational skills</li>
<li>Excellent writing, critical thinking and negotiation skills, and familiarity with formal and informal RFP procedures</li>
<li>Consultative sales experience</li>
<li>Commitment to embracing a continual learning environment and contributing to a dynamic and welcoming culture of fairness, authenticity, and belonging in support of EAB&rsquo;s mission, values, and aspiration.
</li></ul>If you&rsquo;ve reached this section of the job description and are unsure of whether to apply, please do! At EAB, we welcome new perspectives and learn from each other&rsquo;s unique experiences. We would encourage you to submit an application if this is a role you would be passionate about doing every day.

Compensation:

The compensation package for this role includes a starting salary (base) range of $56,000 - $136,500 per year plus eligibility for uncapped variable compensation. The anticipated total earnings are $106,000 - $236,500 at target levels of performance against commercial goals in a full and typical fiscal year, with lucrative uncapped earning potential to reward overperformance. Actual salary and on-target earnings vary due to factors that may include but not be limited to relevant experience, skills, and location. At EAB, it is not typical for an individual to be hired at or near the top of the starting range for their role.

Benefits:

Consistent with our belief that our employees are our most valuable resource, EAB offers a competitive and inclusive benefits package. Our benefits currently include:
<ul>
 <li>Medical, dental, and vision insurance plans; dependents and domestic partners eligible</li>
<li>20+ days of PTO annually, in addition to paid firm and floating holidays</li>
<li>Daytime leave policy for community service and flextime for fitness activities (up to 10 hours per month each)</li>
<li>401(k) retirement savings plan with annual discretionary company matching contribution</li>
<li>Health savings account, healthcare and dependent care flexible spending account, and pre-tax commuter plans</li>
<li>Employee assistance program with counseling services and resources available to all employees and immediate family</li>
<li>Wellness programs including gym discounts, incentives to promote healthy living, and family access to the leading app for sleep, meditation, and relaxation</li>
<li>Fertility treatment coverage and adoption or surrogacy assistance</li>
<li>Paid parental leave with phase back to work program for birthing and non-birthing parents</li>
<li>Access to milk shipping service to support nursing employees during business travel</li>
<li>Discounted pet health insurance coverage for dog and cat family members</li>
<li>Company-provided life, AD&amp;D, and disability insurance</li>
<li>Financial wellness resources and membership in a robust employee discount program</li>
<li>Access to employee resource groups, merit-based advancement, and dynamic professional growth opportunities</li>
</ul>
Benefits kick in day one; learn more at eab.com/careers/benefits.

This opening is not eligible for visa sponsorship at this time; EAB will thus consider candidates who possess U.S. work authorization that does not require employment-based visa sponsorship now or in the future.

At EAB, we believe that to fulfill our mission to &ldquo;make education smarter and our communities stronger&rdquo; we need team members who bring a diversity of perspectives to the table and are committed to fostering a workplace where each team member is valued, respected and heard.
To that end, EAB is an Equal Opportunity Employer, and we make employment decisions on the basis of qualifications, merit and business need. We don&rsquo;t discriminate on the basis of race, religion, color, sex, gender identity or expression, sexual orientation, age, non-disqualifying physical or mental disability, national origin, veteran status or any other basis covered by appropriate law.</div>

Partner Development Executive (HR Executive Board)

Board of Governors of the Federal Reserve System

<div><div>Minimum Education 
 
Bachelor's degree or equivalent experience 
 
Minimum Experience 
 
1 
 
Summary 
 
The Business Management Analyst is responsible for and performs various administrative and operations management duties, including helping to review and distribute reports to internal division management and employees on various administrative operations functions that may include: Budget, Procurement, Recruitment, HR Systems, Board Policies, Space Planning, Travel, Event Planning, and/or other areas as assigned. 
 
Duties and Responsibilities 
<ul><li>
Budget: Assists with the preparation, administration, and/or maintenance of all or portions of the division budgets. This may include working with managers to input and track expenditures and assist with some data analysis. Assists with the preparation of reports on both a regular basis (e.g., monthly, quarterly, year-end) and at the request of division management.</li><li>
Procurement: Tracks purchases across a variety of areas and enters related information into the procurement system. This may include managing a purchase card and/or ordering various supplies for the division. May provide information to managers to assist with the preparation of statements of work for purchases and contracts and help enter information into the procurement system.</li><li>
Recruitment: Assists with the recruitment and hiring process for various positions in the division in coordination with HR Talent Acquisition. This may include helping to maintain division job descriptions and job postings, and processing recruitment actions in the applicant tracking system. May assist with interview logistics (e.g., scheduling).</li><li>
HR Management: Utilizes HR Systems and databases to input personnel data for the division including job actions, promotions, salaries, rewards, and/or recruitment requisition information. This may include inputting data to support pieces of the personnel management process (e.g., reward &amp; recognition pools, reassignments). Maintains understanding of existing Board HR practices/procedures and assists with the development of division-specific Human Capital solutions (e.g., policies, practices, programs, training, etc.). May also partner with Management Division (e.g., Compensation, Talent Acquisition, or other HR functional areas).</li><li>
Policy: Maintains familiarity with Board and division administrative policies and procedures to ensure compliance. This may include working closely with HR staff in all HR policy areas (e.g., Compensation, Talent Acquisition, Travel, Leave, and Payroll) for general policy-related matters.</li><li>
Space Planning: Assists with the coordination of office spaces across the division including office moves, furniture set-up and movement, telephones, and other space-related efforts for new and existing staff to meet division demands. This may include coordinating with facility services to ensure building services are maintained and facility- related problems are remedied.</li><li>
Travel: May coordinate components of division travel to include approvals, budget aspects, or actual arrangements. May also assist with ensuring travel program compliance, providing policy guidance to employees, developing reports, and advising on travel metrics.</li><li>
Event Planning: May provide logistical and/or administrative support to the planning, scheduling, material preparation, and/or food and beverage arrangements for various division meetings or events. May coordinate with audio visual staff to ensure meeting collaboration tools run smoothly (e.g., skype, conference calls, video etc.).</li><li>
Emergency Preparedness: May assist with division efforts related to Board emergency preparedness activities (e.g., conducting employee accountability procedures within specified timeframes, supporting continuity of operations plans (COOP), etc.).</li><li>
Performs additional duties as assigned.</li></ul></div><div>
Position Requirements</div><div>
The Business Management Analyst serves as a shared resource between the Board Agendas Section and Budget &amp; Administration (B&amp;A) Section, providing comprehensive operational support to both areas. In the Agendas Section, the analyst performs Board meeting preparation, processes non-complex agenda items, maintains the EGLS database system, assist in e-discovery operations, and oversees records management and archival activities. For the B&amp;A Section, the analyst manages daily Terrace Reception operations, coordinates guest services for Board members and senior officials, processes conference room reservations, oversees facilities management including office configurations and relocations, orders division supplies, and maintains standard operating procedures. The position requires excellent organizational and communication skills, professional discretion when handling sensitive Board information, and the ability to effectively manage competing priorities across both sections. This role provides exposure to high-level Board operations while supporting critical administrative functions that enable both sections to operate efficiently.
Requires a bachelor's degree and a minimum of 2-3 years related experience. Ideal candidate should be proficient in Microsoft Office applications and have at least a working knowledge of collaboration apps such as Share Point, TEAMS and OneDrive. Must have strong organizational and problem-solving skills, excellent oral and written communication skills, and a willingness to learn new systems and protocols. Must have an ability to adapt quickly to changes in technology and policies. Must be able to work with senior officers, Reserve Bank personnel, and Board Members. Must possess the ability to exercise tact, judgment, initiative, and confidentiality in all areas of responsibility. Must present professional demeanor.
At the FR23 level, requires a bachelor&rsquo;s degree or equivalent experience and a minimum of 1-year related experience.
At the FR24 level, requires a bachelor&rsquo;s degree and a minimum of 3 years of related experience. Must have working knowledge of technical aspects of financial, human resources, facilities, budget, personnel, administration, and corporate services.
Special Training
Ideal candidate should be proficient in Microsoft Office applications and have at least a working knowledge of collaboration apps such as Share Point, TEAMS and OneDrive. Must have strong organizational and problem-solving skills, excellent oral and written communication skills, and a willingness to learn new systems and protocols. Must have an ability to adapt quickly to changes in technology and policies. Must be able to work with senior officers, Reserve Bank personnel, and Board Members. Must possess the ability to exercise tact, judgment, initiative, and confidentiality in all areas of responsibility.
This is an on-site TERM position including full benefits, which expires May 2028 located in Washington, DC.</div><div>
We are an Equal Opportunity Employer and do not discriminate against any employee or applicant for employment on the basis of race, color, religion, sex, pregnancy, national origin, age, disability, genetic information, or application, membership, or service in the uniformed services.</div></div>

Business Management Analyst- Office of the Secretary

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Partner Development Executive (HR Executive Board)

Business Management Analyst- Office of the Secretary