Manager, Skills and Learning Enablement at GEICO, Bethesda MD

Manager, Skills and Learning Enablement at GEICO in Bethesda MD. Full-time. $104,550 to $172,200 a year. Apply with swipeandhired.

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.

Position Overview
GEICO is seeking a strategic, collaborative Manager to drive skills strategy in alignment with the broader workforce strategy and build and maintain competency and skills frameworks that connect career opportunities with meaningful learning and development pathways. This role will translate enterprise talent priorities and current and future workforce needs into practical resources and experiences that help associates understand relevant skills, build their capabilities, and pursue career growth.

The Manager will partner with Career Framework owners, Learning, Talent, Technology, and business leaders to build a connected skills and learning ecosystem that aligns skills data, learning content, processes, and vendor platform capabilities. The role will curate persona-based learning pathways for key functions, establish governance, lead emerging enterprise learning initiatives, and drive disciplined execution, adoption, and measurable value.
Key Responsibilities
Drive Skills Strategy Aligned with Workforce Priorities

• Drive skills strategy in partnership with Talent and business leaders, connecting skills priorities with the broader workforce strategy and workforce planning.

• Translate current and future workforce capability needs into a prioritized skills roadmap that guides learning investments and development opportunities.

• Align skills development with career mobility and reskilling priorities to help key functions build the capabilities needed to deliver business outcomes.

Build and Maintain Skills and Competency Frameworks

• Develop and maintain role-based skills and competency models aligned with business priorities and future capability needs.

• Define proficiency expectations that help associates and managers understand development priorities.

• Partner with Career Framework owners to align skills and competencies with relevant roles and career levels.

• Establish processes to keep skills and competency models current, consistent, and useful.

Connect Skills to Career and Learning Pathways

• Curate persona-based learning pathways for key functions, translating skills and competencies into targeted development journeys aligned with role needs, proficiency levels, and business priorities.

• Connect associates with targeted learning, work experiences, resources, and development opportunities.

• Collaborate with Learning and business partners to keep pathways relevant, accessible, and aligned with evolving capability needs.

• Create clear guidance that helps associates and managers use pathways to inform development planning.

Build the Skills and Learning Ecosystem

• Establish the foundational capabilities, processes, and tools needed to deliver and sustain skills-based learning at scale.

• Partner with Learning, Talent, and Technology to connect skills data, learning content, and vendor platform capabilities into a cohesive associate experience.

• Define content-to-skill mapping standards and workflows for pathway creation, publishing, and maintenance, supported by clear ownership and reliable data.

Enable Strategic Workforce Development Partnerships

• Lead and manage strategic workforce development partnerships that connect education benefits, skills-based learning, industry-recognized credentials, and career advancement opportunities.

• Align partnership offerings and investments with enterprise capability priorities, market insights, future workforce needs, and internal career pathways.

• Drive awareness, equitable access, adoption, and effective utilization of workforce development programs, with an emphasis on emerging skills, critical capabilities, and career mobility.

• Establish success measures and evaluate participation, completion, skill attainment, career outcomes, and partnership performance to strengthen workforce readiness and maximize business value.

Lead Emerging Enterprise Learning Initiatives

• Lead new enterprise learning and capability-building initiatives as business and talent priorities evolve.

• Translate strategic needs into clear plans, pilots, learning solutions, and scalable experiences.

• Manage initiatives from discovery and design through rollout, evaluation, and sustainment.

• Apply lessons from each initiative to strengthen future learning programs and delivery practices.

Establish Governance

• Establish governance for skills frameworks, learning pathways, vendor platform enablement, and related learning initiatives.

• Clarify ownership, decision rights, standards, review cycles, and partner responsibilities.

• Create processes that support consistent decisions, coordinated execution, and timely updates.

• Ensure frameworks, pathways, and related resources remain aligned with enterprise priorities.

Drive Enterprise Program Execution

• Build and manage integrated plans with clear milestones, dependencies, risks, decisions, and success measures.

• Coordinate cross-functional partners to deliver a connected associate and manager experience.

• Identify issues early and facilitate timely decisions and resolution.

• Prepare executive-ready updates, recommendations, and decision materials.

Lead Adoption and Continuous Improvement

• Develop communications, resources, manager enablement, and feedback mechanisms that support understanding and adoption.

• Establish measures for pathway engagement, skill development, platform use, and learning impact.

• Use data and stakeholder feedback to improve frameworks, pathways, platform enablement, and learning programs.

• Share insights and recommendations with leaders and key partners.

Required Qualifications

• Bachelor’s degree in Human Resources, Business, Organizational Development, Education, or a related field, or equivalent practical experience.
• 5+ years of experience in learning and development, talent management, organizational development, skills strategy, or a related discipline within a complex organization.

• Demonstrated experience developing competency models, skills frameworks, career or learning pathways, or enterprise capability-building initiatives.

• Strong program management skills, including roadmap development, governance, stakeholder alignment, risk management, and disciplined execution.

• Working knowledge of competency models, skills taxonomies, career development, learning ecosystems, and talent technology.

• Experience translating business and talent priorities into practical learning solutions and associate experiences.

• Proven ability to influence leaders and align cross-functional partners without direct authority.

• Strong written and verbal communication skills, including the ability to simplify complex concepts and prepare executive-ready recommendations.

Preferred Qualifications

• Experience implementing or enabling a vendor platform that supports talent marketplaces, career mobility, skills development, or learning.

• Experience connecting skills and competency frameworks with learning content, career pathways, and development experiences.

• Experience establishing governance for enterprise learning, talent, skills, or technology-enabled programs.

• Familiarity with human capital, learning, talent marketplace, or people analytics technology.

• Knowledge of change management, design thinking, agile delivery, or product management practices.

• Advanced degree or relevant certification in Human Resources, Organizational Development, Learning, Program Management, or Change Management.

Annual Salary
$104,550.00 - $172,200.00 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.
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.