Supervisor, Transformation and Change Strategy

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.

The Supervisor, Transformation & Change Strategy sits at the heart of GEICO Marketing's transformation, helping turn bold ambitions into reality and ensuring change happens at the pace and scale needed to build the future of our organization.

This role is designed for someone who is both analytical and endlessly curious. Someone who enjoys understanding how organizations work, can connect strategy to execution, and recognizes that meaningful transformation is driven not only by plans and processes, but by people, behaviors, and adoption. This role offers an opportunity to explore what is possible and sit at the forefront of defining how the next generation of marketing comes to life.

GEICO Marketing is in the midst of an exciting period of growth and reinvention. We are not making incremental changes around the edges. We are building the capabilities, operating models, and ways of working that will define what a modern, best-in-class marketing organization looks like for years to come.

As part of this journey, you will work across the full transformation portfolio, gaining visibility into the initiatives shaping the future of the department. You'll help identify where momentum is building, uncover opportunities and barriers, and influence where we go next. This is a highly visible role with direct exposure to senior leadership, including GEICO's CMO, and a front-row seat to one of the most significant transformations in the organization's history.

If you're energized by complex challenges, continuous improvement, and building something that doesn't yet exist, this role offers the chance to make a lasting impact. You'll take ownership of meaningful work, help shape how the organization evolves, and play a key role in defining the future of GEICO Marketing.

The Marketing organization at GEICO is guided by a clear set of principles: we hire the best at every level and invest in developing them. We believe that strategy comes before action — if we don't know why we're doing something, we don't do it. We bring the same care and accountability to how we spend resources as we would if it were our own business. And when there are challenges, we face them directly and collectively. Leaders in this organization are expected to bring that same mindset to their teams.

Transformation Strategy

• Help set where the transformation goes next — reading the portfolio for where momentum is accelerating, where the barriers are structural rather than temporary, sizing the opportunity, framing the options, and putting a recommendation in front of leadership.
• Conduct deep external benchmarking and trend analysis across brand and culture, marketing capabilities, change management, and emerging technologies. Develop analytical insights and strategic recommendations that inform leadership decisions and future direction for transformation.
• Support CMO strategic projects — analysis, narrative, and leadership content — taking full ownership of discrete pieces and strategic development.
• Partner across the Transformation Team on special projects where additional attention is needed (for example, Claude skill development).

Distinctive Systems & Capabilities (The GEICO Edge)

• Build the GEICO Academy: the program that trains marketers on what it means to be a GEICO marketer, tied to our priorities, the businesses we serve, and our brand values — and built to make our marketers distinctly different from our competitors'.
• Own capability gap tracking across the craft and strategize where we lean in most and the biggest areas of opportunity, so we are raising the bar on the marketers we already have rather than waiting to hire the gap away, and stand up the paths, certifications, and skill tracking that keep it running as a system instead of a launch that fades.
• Define how the language of the brand strategy is reflected internally — translating what we say to customers into what we believe and how we behave as marketers.
• Establish the rituals and practices that bring our DNA to life, including how inspiration, best practice, trends, and work from inside and outside the category get shared — for example, quarterly inspiration sessions that put the most creative brands of the moment in front of teams.
• Turn all of it into artifacts practitioners actually use: playbooks, templates, standards, and job aids that work without a facilitator in the room.

Adoption Measurement & Reporting

• Build surveys and readiness diagnostics that tell us where the organization stands — including writing questions that produce usable answers rather than flattering ones.
• Track adoption and behavior metrics: usage, depth of use, sustained use over time, and the leading indicators that predict whether a change will hold.
• Pull, clean, and analyze data from tool telemetry, survey responses, and team-level inputs, and own the data hygiene so the numbers hold up when questioned.
• Build and maintain the adoption reporting and dashboards that go to Marketing leadership and into CMO-level reviews, on a predictable cadence.
• Surface what the data means, not just what it says — where adoption is real, where it is nominal, and where a dip signals the plan needs to change — using pulse checks and listening sessions to explain the numbers.

Portfolio Operations

• Maintain the change saturation view — how much simultaneous change each population across Marketing is absorbing — and flag where it is building, so leadership can make informed calls on sequencing and protect associate engagement (AOS).
• Run the operating rhythm: agendas, pre-reads, materials, notes, and decision logs for working sessions and leadership reviews, and drive follow-through on the commitments made in them.
• Build the status and progress materials that represent the portfolio to senior audiences, translating detail into a clear picture of where things stand.

• Have 3–5 years in change management, analytics, strategy, or consulting — with hands-on responsibility for something you designed and then had to make work.
• Have worked inside a conversion-driven service business — financial services, insurance, SaaS, or banking — where marketing is tied directly to customer acquisition and retention.
• Know marketing craft well enough to tell a real capability gap from a confidence gap, and to build something practitioners take seriously rather than tolerate.
• Want to build from a blank page — the internal brand definition, the rituals, the standards, the gap analysis — rather than administer someone else's, and can take a brand strategy and translate it inward without it turning into slogans on a wall.
• Can frame an undefined problem — what is actually going on, what the real options are, what we should do about it — and have had a recommendation of yours picked up and acted on.
• Think in systems: you can see how a change in one corner of a marketing organization shows up three teams away, and you plan for it rather than discover it.
• Have opinions about the work: which brands are doing the most interesting marketing right now, and why it matters for how a team like ours should operate.
• Can build a survey from scratch that yields answers someone can act on, and know the difference between an adoption metric that measures behavior and one that measures logins.
• Write clearly and concisely, and can turn a messy set of findings into a one-page read a senior leader gets in two minutes — then hold your own on it in the room.
• Use AI tools like Claude or Copilot to move faster and think better, and are curious about building the workflows that help a whole team do the same.
• Want to be inside a transformation at an iconic brand rather than adjacent to one, and would rather earn bigger scope by building than by waiting for a title.

• Experience: 3–5 years in change management, marketing operations, business analytics, program management, strategy, or consulting, with hands-on ownership of a program, measurement system, or capability build.
• Service business context: Experience working inside a conversion-driven service business — financial services, insurance, SaaS, or banking — where marketing is tied directly to customer acquisition and retention.
• Strategy work: Experience framing an ambiguous business problem, structuring the analysis, and building a recommendation that leadership acted on — in a strategy, transformation, consulting, or in-house strategy setting.
• Craft and enablement: Demonstrated experience building playbooks, standards, or capability content that other people used without you in the room.
• Measurement craft: Demonstrated experience designing and fielding surveys and building recurring reporting or dashboards that leaders used to make decisions.
• Program management: Proven track record managing multiple concurrent workstreams, trackers, and stakeholder commitments in a fast-moving environment.
• Tools: Advanced Excel plus working experience with a survey platform (Qualtrics, Microsoft Forms, or similar) and a visualization tool (Power BI, Tableau, or similar).
• Communication and influence: Strong written communication, including materials for senior audiences, and the ability to move work forward across teams you do not manage.
• AI fluency: Working comfort with AI tools such as Claude or Copilot in day-to-day work.
• Education: Bachelor's degree required.

• Formal change management training or credentials (Prosci, CCMP) or a project management certification (PMP, CAPM, Agile).
• Experience standing up an internal capability, academy, or certification program inside a large organization.
• Experience with internal brand, culture, or ways-of-working programs led out of a marketing or brand function rather than HR.
• Experience helping shape a transformation roadmap or capability strategy rather than only executing against one.
• An analyst or consultant background from a strategy, transformation, or Big Four firm.
• Experience measuring adoption of a technology or AI rollout inside a large organization.
• Background in insurance, financial services, or another highly regulated category.

 

Annual Salary

$91,225.00 - $157,850.00

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.