Meet Aimee

Aimee George Leary is Booz Allen’s chief people officer and a member of the Leadership Team. Her work increases the depth and breadth of our global talent pipeline, drives hiring and retention of top talent, and generates momentum with the employee base around key initiatives.

Most recently, Aimee and her team established the company’s Technical Talent System that empowers employees, advances innovation, and can evolve as the company grows. This new framework has enabled the company to build a talent pipeline to support growth and quickly respond to important client missions.

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 company’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 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, 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.

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 company 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.

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.