Senior Associate Experience Strategist
GEICOAbout the role
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’ 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’s why we offer The GEICO Pledge: Great Company, Great Culture, Great Rewards and Great Careers.
The Senior Associate Experience Strategist focuses on improving how associates experience work—from their first day through growth and development. This role turns associate feedback and data into practical programs, changes, and improvements that people actually notice.
You’ll work across HR and the business to spot what’s not working, test better ways of doing things, and help scale what works. This is a hands-on role for someone who enjoys solving messy problems and making work better for people in real ways.
The right person is curious, collaborative, and comfortable figuring things out as they go. You know how to combine people insight, data, and good judgment to drive meaningful change.
What You’ll Do
Employee Journey & Experience Design
Lead or facilitate sessions to understand key employee experiences like onboarding, performance feedback, and career development.
Turn associate feedback and data into clear visuals and summaries that show what’s working and what isn’t.
Identify pain points and improvement opportunities, then partner with HR and business leaders to design solutions.
Keep employee journey materials up to date as systems, policies, and programs change.
Program Design & Pilots
Work with HR teams (Talent, Learning, Total Rewards, Inclusion, and others) to design and test new associate programs or improvements.
Simplify complex HR topics into experiences associates can easily understand and use.
Run pilots and test ideas on a small scale—define success upfront, gather feedback, and adjust quickly.
Help successful pilots transition into programs that can be scaled and sustained.
Represent the associate perspective in reviews and decision-making, clearly explaining trade-offs and recommendations.
Data & Measurement
Use surveys, focus groups, and exit data to understand experience gaps and priorities.
Partner with People Analytics to define metrics, set baselines, and measure whether changes are actually working.
Turn complex data into clear, straightforward updates for senior leaders and decision-makers.
Cross-Functional Leadership
Connect teams across HR, Technology, Real Estate, Legal, Finance, and the business to align efforts that affect employee experience.
Support employee experience governance forums by tracking progress, surfacing risks, and elevating associate feedback.
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