Senior Director, Head of Associate Relations

Location: This is a hybrid role, with an onsite presence of 3 days per week at our Bethesda, MD; NYC, NY; Dallas, TX; Tampa, FL; or Chicago, IL office. Reports To: Head of Associate Experience Role Overview As Head of Associate Relations, you will lead and shape the enterprise Associate Relations function, setting the long-term strategy and operating model that enables a fair, consistent, and values‑driven associate experience across the organization. This role is responsible for transforming how Associate Relations operates—modernizing people capabilities, standardizing and scaling processes, and leveraging technology to improve outcomes, transparency, and trust. You will serve as a senior thought partner to executives and HR leadership, providing strategic counsel on workforce risk, culture, and governance while ensuring the function is positioned to meet the needs of a complex, growing organization. Rather than focusing on day‑to‑day case management, this role defines the vision, standards, and expectations for how employee relations work is delivered across the enterprise. Key Responsibilities Enterprise Strategy & Transformation Define and execute a multi‑year Associate Relations strategy aligned to the Associate Value Proposition and overall people strategy. Design and evolve the Associate Relations operating model, including role clarity, case segmentation, escalation paths, and decision frameworks. Lead the modernization of Associate Relations processes, ensuring consistency, scalability, and defensibility across all regions and business units. Champion the use of data, insights, and technology to improve case outcomes, identify systemic issues, and inform leadership decision‑making. Leadership, Governance & Influence Serve as a trusted strategic advisor to senior leaders on employee relations risk, organizational health, investigations governance, and complex workforce issues. Establish and oversee enterprise governance standards for investigations, disciplinary actions, and policy interpretation to ensure fairness and consistency. Partner closely with Legal, Compliance, and HR leadership to anticipate risk, strengthen controls, and align on mitigation strategies. Represent Associate Relations in executive forums, delivering clear, actionable insights on trends, root causes, and opportunities for improvement. People & Capability Building Lead, develop, and inspire a high‑performing Associate Relations leadership team, building bench strength and future‑ready capabilities. Set expectations for judgment, decision quality, and executive presence across the function. Establish learning, coaching, and quality standards that elevate investigative rigor, empathy, and consistency. Policy, Risk & Compliance Oversight Own the strategic direction of employee relations policies and frameworks, ensuring alignment with employment law, organizational values, and evolving business needs. Ensure the function is positioned to proactively manage compliance risk across federal, state, and local employment regulations. Oversee the development of enterprise‑level training and enablement strategies for leaders and HR partners related to employee relations and workplace conduct. Insights & Continuous Improvement Use quantitative and qualitative insights to identify patterns, systemic issues, and cultural risks. Translate data into strategic recommendations that drive improvements in engagement, trust, and retention. Lead continuous improvement efforts that strengthen the associate experience while balancing organizational risk and accountability. Qualifications Bachelor’s degree in Human Resources or equivalent experience; advanced degree or certifications preferred. 10–12+ years of progressive leadership experience in Associate Relations or Employee Relations, with demonstrated success leading enterprise‑scale functions or transformations. Proven experience designing and scaling investigations or employee relations operating models in large, complex organizations. Deep expertise in employment law, EEO regulations, anti‑retaliation principles, and investigations governance. Strong executive presence and judgment, with the ability to navigate ambiguity, high‑stakes matters, and competing priorities. Track record of influencing senior leaders and driving alignment across cross‑functional partners. Exceptional communication skills, with the ability to synthesize complexity and deliver clear, defensible recommendations. Unwavering integrity, sound judgment, and commitment to fairness, confidentiality, and ethical leadership. 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’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. Equal Employment Opportunity Statement 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. #J-18808-Ljbffr GEICO