Meet Aimee

Aimee George Leary drives the firm’s integrated talent management strategy. Her work increases the depth, breadth, and diversity of our global talent pipeline, and drives hiring and retention of top talent.

Previously Aimee provided leadership support in our strategic planning, human resources, finance, contracts, change management, and marketing and communications sectors. Aimee also developed events, programs, tools, and outreach channels, resulting in an environment that attracts the best talent and compels staff to connect, contribute, and thrive. Her team has been honored with two Booz Allen Excellence Awards—one in 2016 for their work building a culture of innovation and one in 2020 for refreshing the firm’s employee value proposition.

Aimee also led Booz Allen’s learning and development program, where she spearheaded initiatives that earned numerous awards. Her recognition includes Training Magazine’s Hall of Fame, Working Mother Magazine’s Best Places to Work, Diversity Inc.’s Top 50, and an Association of Talent Development (ATD) Best Award. She also received project-based awards from the American Society of Training and Development, Bersin & Associates, and Brandon Hall. Aimee was a contributing author to Forward-Focused Learning: Inside Award-Winning Organizations published by ATD in 2020.

Aimee’s key areas of expertise include learning, development, diversity, talent management strategy, model development, large-scale program management, and communications and change management.

Prior to joining Booz Allen in 1995, she worked for Princeton Center for Education Services, Inc. designing and developing interactive multimedia training tools and processes.

She holds a B.S. in communications media from Indiana University of Pennsylvania and an M.S. in instructional technology from Bloomsburg University of Pennsylvania.

What are the most pressing needs as you think about talent strategy and employee engagement? Attracting, hiring, and retaining the best talent—especially in a talent-shortage labor market, and for the technical, hard-to-find skill set. We need to create a culture of opportunity and growth that resonates with employees of all generations, backgrounds, and focus areas.

Why do you have the career you have? I like to continuously learn and grow, I'm energized by a great problem to solve, and I've worked with great people who continue to push me to try and do new things. Whenever anyone asks me how to get recognized or promoted, my advice is, “Do good work.” This has been my philosophy my entire career. Never assume any request is below (or above) your level. Give 100 percent of yourself to every project.

What are some untapped opportunities in your industry? Reaching university students and entry-level hires. How do we help them build relevant skills and get them interested in technology careers? Also, how do we create diverse opportunities within the firm so that people don’t feel they have to look outside to get those experiences? We need to find answers to these questions and implement them.

How do you stay on top during a market downturn? How we take care of people during a downturn is a signal to the kind of company we are. We must make sure we treat people in a professional and empathetic way.

What’s the best business advice you’ve received? Have a good attitude and deliver to the best of your abilities, regardless of the task.

What are your tips for managing and motivating your people? Eleanor Roosevelt said, “It is not fair to ask of others what you are unwilling to do yourself.” That has always resonated with me and it is a practice I model when working with teams. To motivate people you have to give them challenging work that has impact, as well as the autonomy to do it. It is important for people to know you trust their judgment, believe in their ability, and want them to be successful.

Is there an old or out-of-date item you can’t get rid of? A notebook.

What’s something you’re nostalgic for? Homer City, Pennsylvania, where I grew up. I miss the small-town feel, how everyone knows each other. It was the kind of place where you felt safe and people were always involved in the community.

What’s an idea or invention you wish you’d thought of? Snapchat, Facebook, or Instagram.

What’s your strongest character trait? Flexibility and empathy for different situations. A few years ago, my daughter had a school assignment to draw a picture of a good leader. She labeled different parts of the person including a kind heart. I’d like to think people see that in me.

What motivates you? Making a difference motivates me. I like moving things forward in a positive direction and always strive to leave something better than I found it.

Who do you admire and why? I admire my parents, who have been married for 60+ years, worked hard to provide a strong foundation, and set of values for their family. I also admire people with perseverance–the tenacity, the effort required to do something and keep doing it till the end, even if it's hard.

Who is your mentor, and why? I have several mentors and their common trait is they care about me, push me to do things I wasn’t sure were achievable, and helping me be successful in whatever it is that I’m working on. I am drawn to mentors who are passionate about what they do and challenge the status quo.

What’s been your life’s biggest challenge? Being a working mother and maintaining a balance where I manage both work and family life well. When I went back to work after having my first child, the daycare center staff were placing bets as to whether I would be back the next day. There is guilt that comes with being a working mom at times. It’s important for me to be at all my girls’ soccer games, attend school activities and be available when they need me.

What are you most proud of? I love my work, the great team of people I get to work with every day and feel incredibly lucky to be part of a firm that strives to make such a difference with our clients and community. My greatest pride and joy, however, is my family; my husband and two daughters, who support me and each other.

Why is it important for Booz Allen to be a diverse and inclusive workplace? We all know that diverse, inclusive cultures are more creative. They foster the type of environment people want to work in and belong to, and people tend to stay at organizations where their voices are valued. It’s that sense of belonging we all long to feel.

There’s no magic wand for becoming a more diverse company with a more inclusive culture. It’s hard work and it takes time. But diversity and inclusion are a part of our legacy, who we are, and who we aspire to be. I personally don’t remember a time when Booz Allen hasn’t been committed to being all in on diversity and inclusion.

How are you contributing to creating a culture of inclusion at Booz Allen? As one of the executive sponsors of our Women’s Business Resource Group, one of our primary priorities has been on defining what a meaningful network is and creating those opportunities for our people to engage and connect with one another through moments that matter. Our success in creating a truly diverse and inclusive organization is earned every single day by our actions, by our decisions, and by our commitment. Our commitment to value our differences is one of the things that unites us.