Talent Strategy Partner, Senior Director

Why Join Us? To shape the future of travel, people must come first. Guided by our Values and Leadership Agreements, we foster an open culture where everyone belongs, differences are celebrated and know that when one of us wins, we all win. We provide a full benefits package, including exciting travel perks, generous time‑off, parental leave, a flexible work model (with some cool offices), and career development resources, all to fuel our employees' passion for travel and ensure a rewarding career journey.

Introduction to the team: Our Corporate Functions are made up of teams that support Expedia Group, including our Global Finance Org., Traveler and Partner Service Platform, Legal Team, Strategy and Corporate Development Team, and People & Places Org. As part of Expedia Group’s Talent team, the Talent Strategy Partner, Senior Director is a senior expert that shapes and delivers the talent and organization agenda for our divisions. You operate comfortably at both the strategic and tactical levels, pairing big‑picture thinking about talent with a hands‑on approach to analysis and execution. You put the traveler first by ensuring we have the leadership, capabilities, talent strategy, and organizational design to build world‑class travel experiences at scale.

In this role, you will:

• Talent Strategy Delivery: Partner with HRBP Leaders to co‑create divisional talent agendas (e.g., capability building, leadership pipelines, mobility and development strategies) that drive near‑term priorities and longer‑term strategic plans. Assess global talent and learning needs to define critical capability gaps; translate these insights into an integrated talent strategy and roadmap that leverages data‑driven health metrics to scale organizational performance. Lead end‑to‑end succession planning and talent reviews for key leadership and critical roles, in partnership with HRBP Leaders and divisional leadership teams. Partnering with Talent Acquisition on VP+ executive pipelines. Use talent and organizational health metrics to identify strengths, risks, and pipeline gaps, turning insights into concrete actions (development, moves, hiring, coaching). Coach leaders and HRBPs on consistent talent identification and assessment practices, ensuring our processes are equitable and support diversity, equity, and inclusion.
• Organization Design Consulting: Influence leaders to arrive at efficient, scalable, strategy‑aligned org structures by leveraging org design expertise and best practices, including diagnostics, scenario design, options analysis. Ensure org design aligns with enterprise frameworks and strategies, including headcount plans, financial guardrails, and enterprise org and talent standards (e.g., leveling guidelines).
• Data Insights & Governance: Use talent and org health metrics (e.g., performance, succession, promotion, attrition, engagement) to generate insights and storylines that inform talent and org decisions at the divisional and enterprise level. Track and communicate progress against talent and succession outcomes (bench strength, diversity outcomes, critical role coverage, internal mobility) and refine strategies based on these insights. Role model an ownership mindset by treating divisional talent and org health as your business – focusing on long‑term value, not just the current cycle.
• Enterprise Talent Champion: Lead readiness and change management to ensure talent products are flawlessly launched and deeply embedded for HRBPs, leaders, and employees. Serve as the definitive subject matter expert (SME) for HRBPs and leaders on global talent products (e.g., EG Performance Management products), championing their implementation to drive the right results. Influence enterprise talent strategies and product roadmaps by leveraging deep insight about HRBPs, leaders, and employees’ needs to ensure simple, scalable, and well understood products, processes, and playbooks.
• Collaborate across the People Team and Expedia Group: Work closely with Talent Management, Organizational Effectiveness, Learning, Total Rewards, People Tech, People Analytics and HRBPs to bring an integrated People perspective to leaders. Succeed together by sharing best practices, case studies and tools with HRBPs and Talent colleagues to raise the bar on talent, org design, and change capabilities across EG.

Experience and Qualifications:

• 14+ years' experience in Talent Management, Organizational Development/Effectiveness, and/or HR Business Partnering.
• Proven experience partnering with C-suite and senior leaders in complex, global, matrixed organizations, operating as a high‑influence individual contributor who leads through expertise and relationships rather than direct authority.
• Demonstrated impact shaping global talent and org strategies with significant scope and complexity (e.g., multiple regions, functions/divisions, or large‑scale transformations).
• Talent management expertise: deep understanding of performance, potential, readiness, and succession frameworks; able to coach leaders and HRBPs in using them effectively.
• Org design & change management: able to diagnose organizational issues, design and evaluate alternative structures, and create pragmatic change and transition plans that leaders can execute.
• Data fluency: able to interpret people and business data, identify patterns and risks, tell a clear story, and use insights to guide decisions and measure impact.
• Relationship building & collaboration: trusted partner to HRBPs and leaders; actively connects across Talent, Org Effectiveness, Learning and other COEs to deliver integrated solutions.
• Bachelor’s or Master’s degree in Human Resources, Organizational Psychology, Business, or related field, or equivalent experience. Advanced degree in Industrial/Organizational Psychology or related field, and/or professional certifications in Assessments (e.g., Prosci, Hogan, Insights), OD, Change Management, or Coaching (e.g., ICF ACC) are a plus.

Location and Pay: Please note that this role is only available in Seattle or London, in alignment with our flexible work model which requires employees to be in office at least three days a week. Relocation assistance will be considered for candidates relocating to these locations for this role. The total cash range for this position in Seattle is $269,000.00 to $376,500.00. Employees in this role have the potential to increase their pay up to $430,500.00, which is the top of the range, based on ongoing, demonstrated, and sustained performance in the role. Starting pay for this role will vary based on multiple factors, including location, available budget, and an individual’s knowledge, skills, and experience. Pay ranges may be modified in the future.

Accommodation requests: If you need assistance with any part of the application or recruiting process due to a disability, or other physical or mental health conditions, please reach out to our Recruiting Accommodations Team through the Accommodation Request. Expedia is committed to creating an inclusive work environment with a diverse workforce. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, veteran status, or any other characteristic protected by law. This employer participates in E‑Verify. The employer will provide the Social Security Administration (SSA) and, if necessary, the Department of Homeland Security (DHS) with information from each new employee's I‑9 to confirm work authorization.