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The Government Employees Insurance Company (GEICO) is a private American auto insurance company headquartered in Chevy Chase, Maryland. GEICO is a wholly owned subsidiary of Berkshire Hathaway and the third-largest auto insurer in the United States. In 2024, GEICO reported a record pretax underwriting profit of $7.8 billion on $43 billion in revenue.
GEICO is seeking an accomplished Director & Assistant Staff Counsel over Associate Experience and Development to lead the design and delivery of enterprise-wide associate experience and capability-building programs across GEICO Staff Counsel, with a strong emphasis on litigation role development and attorney oversight. This role requires substantial legal experience and a Juris Doctor to credibly guide the training, development, and performance enablement of attorneys and litigation professionals. Reporting to the Senior Director, Litigation and Operations Strategy, the Director translates litigation strategy, attorney and litigation professional expectations, and workforce priorities into scalable onboarding, learning, and leadership development experiences that strengthen legal judgment, consistency, readiness, and execution across the Staff Counsel organization.
In summary, this role is a senior legal-facing talent and capability leader responsible for shaping how GEICO Staff Counsel attracts, develops, and enables attorneys and litigation professionals across the organization. The Director brings the legal judgment, litigation experience, and professional credibility required to oversee litigation professional development, establish consistent standards, and drive enterprise-wide onboarding, learning, leadership development, and hiring practices that support high-quality legal performance.
Responsibilities:
Program Leadership and Operating Model

• Own the Staff Counsel associate experience and development roadmap for attorneys and litigation professionals, including onboarding, substantive learning, leadership development, and role readiness aligned to litigation priorities and workforce needs.
• Define program standards, intake, and governance for attorney and litigation professional learning initiatives, ensuring content, delivery, and expectations reflect sound legal practice, litigation workflows, and leadership requirements.
• Establish and govern uniform standards, policies, and decision frameworks for the interview and hiring process across all roles in the department, ensuring consistency, discipline, and alignment with Staff Counsel talent strategy and organizational priorities.
• Establish success measures for programs (participation, proficiency, time-to-productivity, leader readiness, and adoption) and share regular performance updates and insights with Staff Counsel leadership and key partners.
• Lead and develop the Senior Manager, Associate Experience & Development; set priorities, coach for impact, and ensure high-quality delivery.

Onboarding, Learning, and Capability Building

• Design and oversee a structured onboarding experience for attorneys and litigation professionals that accelerates time-to-productivity and reinforces Staff Counsel standards, legal judgment, litigation workflows, and practice expectations.
• Build and maintain a learning curriculum that develops core litigation capabilities for attorneys and litigation professionals, strengthens role-based proficiency, and promotes consistent legal practice across offices, jurisdictions, and teams.
• Establish associate experience standards and feedback loops to identify needs and remove friction across the associate lifecycle.
• Use program and proficiency data to continuously improve content and delivery and to provide actionable insights that inform workforce planning and talent discussions.

Leadership Development and Talent Enablement

• Partner with Staff Counsel leadership to translate attorney and litigation professional performance expectations into learning paths, leader toolkits, and development experiences that support consistent coaching, legal skill development, and growth across litigation roles.
• Develop and maintain development and progression insights to support talent conversations and succession planning inputs.
• Create and run leadership development programming that prepares high-potential attorneys and litigation professionals for expanded responsibility, people management roles, and oversight of litigation teams.

Learning & Adoption

• Partner with Legal Technology, HR and other key partners to develop role-based training, job aids, and implementation support plans that drive adoption of litigation tools and standard workflows.
• Oversee governance of learning platforms and content, including curriculum structure, version control, accessibility, and effectiveness measures, tied to proficiency and productivity.

Communications and Collaboration

• Create and execute associate-facing communications for onboarding, learning, and change initiatives, reinforcing expectations, timelines, and required actions.
• Drive clarity and follow-through by coordinating launch plans, reminders, and feedback loops for program rollouts.

• Collaborate with Staff Counsel leaders, HR/talent partners, and key partners to ensure programs reflect business needs and are practical to execute.
• Serve as a trusted partner to Staff Counsel management by diagnosing development needs, recommending solutions, and ensuring consistent implementation across the organization.

Qualifications:
Education and Experience

• Juris Doctor (JD) required; active law license in at least one state preferred, with the legal background and professional credibility necessary to oversee attorney development and training within a litigation organization.
• 7+ years of relevant experience with strong depth in litigation practice, legal operations, attorney development, learning design, strategy, program management, or consulting in a complex, cross-functional legal environment.
• Demonstrated people management and senior leadership experience.

Skills and Competencies

• Strategic program leader with the legal acumen and credibility to guide attorney development, oversee litigation-role training programs, establish clear delivery standards, and drive sustained adoption.
• Data-driven operator with experience defining learning/adoption metrics, interpreting trends, and using insights to improve program outcomes.
• Exceptional written and verbal communication skills, including the ability to develop clear guidance, leader resources, and change communications for broad audiences.
• Proven change leader who can align stakeholders, manage competing priorities, and drive accountability for delivery with integrity.

Location:

• Remote role, with in-office presence and travel as needed.
• Preferred location: Maryland (Bethesda office).

#LI-MD2
Annual Salary
$179,375.00 - $280,850.00
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.