HR Advisor

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.

Role Overview

The Associate Relations Advisor serves as a trusted advisor to managers and leaders, providing consultation and guidance on employee relations matters, including performance management, disciplinary actions, workplace concerns, policy interpretation, and grievance resolution. The role helps leaders navigate complex people situations while ensuring fair, consistent, and policy-aligned outcomes.

Operating within established Associate Relations frameworks and governance standards, the Advisor works proactively with leaders and HR Business Partners to identify and address workplace issues, strengthen manager effectiveness, and reduce organizational risk. The role balances employee advocacy, business needs, and compliance requirements to support a positive and productive associate experience.

Key Responsibilities

Employee Relations Consultation

• Provide guidance and coaching to leaders on employee relations matters, including performance concerns, conduct issues, attendance management, workplace conflicts, and policy interpretation.
• Advise managers on appropriate corrective action and disciplinary processes.
• Support leaders in addressing workplace concerns before they escalate into formal investigations or complaints.
• Promote consistent application of policies, practices, and decision frameworks.

Performance Management Support

• Partner with managers to address performance concerns through coaching, feedback, development plans, and formal performance management processes.
• Review and provide guidance on performance improvement plans and related documentation.
• Help leaders identify appropriate interventions to improve performance and accountability.
• Ensure performance-related actions are equitable, well-documented, and aligned with company standards.

Grievance & Workplace Concern Resolution

• Manage grievances, employee complaints, and workplace concerns from intake through resolution.
• Facilitate discussions and resolution efforts between associates and managers when appropriate.
• Assess issues to determine appropriate response, escalation, or referral.
• Partner with investigators when allegations require formal investigation.

Risk Management & Governance

• Evaluate employee relations situations for legal, compliance, and employee experience risks.
• Escalate matters appropriately based on established governance and risk criteria.
• Ensure recommendations and decisions are well-supported, consistent, and defensible.
• Maintain accurate case documentation and records in accordance with enterprise standards.

Partnership & Collaboration

• Partner closely with HR Business Partners, Associate Relations Investigators, Legal, Compliance, and business leaders.
• Build trusted relationships with leaders to strengthen manager capability and confidence.
• Act as a consultative resource on workplace practices that support engagement, performance, and accountability.
• Support enterprise initiatives that improve associate experience and organizational effectiveness.

Insights & Continuous Improvement

• Identify recurring themes and trends related to grievances, performance management, disciplinary actions, and workplace concerns.
• Provide feedback and insights to Associate Relations leadership regarding emerging risks and improvement opportunities.
• Contribute to process improvements, training materials, and operational standards.
• Support development and delivery of manager education programs.

Qualifications

• 5+ years of Employee Relations, Associate Relations, HR Generalist, HR Business Partner, or related experience.
• Strong experience advising leaders on performance management, corrective action, and workplace concerns.
• Working knowledge of employment law and employee relations best practices.
• Demonstrated ability to influence and coach leaders through complex situations.
• Strong conflict resolution, communication, and problem-solving skills.
• Bachelor's degree in Human Resources, Business Administration, or a related field preferred.
• Experience with Workday or similar HR systems preferred.

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.