At Expedia Group, we help travelers explore the world, one journey at a time. As a global travel company powered by passionate people, trusted partnerships, and leading technology, we connect travelers, partners, and advertisers through our consumer brands, B2B network, and travel advertising business.

Here, you'll do meaningful work that helps millions of people discover, book, and experience travel with more ease, confidence, and joy. Our five Behaviors-Traveler First, Think Big, Operate with Excellence, Ownership Mindset, and Succeed Together-help foster a supportive environment where people can grow their careers and have the flexibility, benefits, and support to do their best work. Join us and build for travelers everywhere.

Senior Director - Talent Strategy Partner

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 Senior Director, Talent Strategy Partner 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 bring a strong foundation in talent management and organizational effectiveness, coupled with a hypothesis-driven, evidence-based approach to understanding talent outcomes, leadership effectiveness, organizational health, and workforce capability development.

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.
• Apply Industrial/Organizational Psychology principles and evidence-based talent practices to improve leadership assessment, succession planning, capability development, promotion effectiveness, and talent outcomes across the organization.
• 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.
• Design and evaluate talent interventions using robust assessment, validation, and measurement approaches to ensure programs drive meaningful business and talent outcomes.
• 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 organizational health metrics (e.g., performance, succession, promotion, attrition, engagement) and rigorous analytical methodologies to generate insights, identify causal drivers, and inform talent and organizational decisions at the divisional and enterprise level.
• Partner closely with People Analytics to design, execute, and interpret research studies, pilot programs, experimentation, and statistical analyses that measure the effectiveness of talent and leadership initiatives.
• Leverage experimentation and evidence-based practices, including hypothesis testing and program evaluation, to continuously improve talent strategies and organizational outcomes.
• 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.
• ollaborate 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 while advancing research-informed and evidence-based talent practices across the enterprise.
• 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, HR Business Partnering, or Industrial/Organizational Psychology-focused talent and organizational consulting roles.
• 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 experience applying Industrial/Organizational Psychology, behavioral science, organizational research, assessment science, workforce analytics, or related methodologies to solve talent and organizational challenges.
• 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 and research rigor: able to interpret people and business data, identify patterns and risks, apply research methodologies, evaluate talent interventions, 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.
• Master's degree preferred (Bachelor's degree required) in Industrial/Organizational Psychology, Organizational Psychology, Organizational Behavior, Human Resources, or a related field, or equivalent experience.
• Advanced degree (Master's or PhD preferred) in Industrial/Organizational Psychology, Organizational Psychology, Organizational Behavior, or a related discipline strongly preferred. Experience conducting organizational research, program evaluation, talent assessment validation, workforce analytics, or experimental design is highly valued. Professional certifications in Assessments (e.g., Hogan, Insights), OD, Change Management, or Coaching (e.g., ICF ACC) are also a plus.

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.

Benefits and perks

Expedia Group offers benefits and perks designed to support employees and their families, including medical, dental, and vision coverage, paid time off, an Employee Assistance Program, wellness and travel reimbursement, travel discounts, and International Airlines Travel Agent Network (IATAN) membership. Learn more about life at Expedia Group at https://careers.expediagroup.com/life.

Accommodation requests

Expedia Group is committed to providing an inclusive and accessible recruiting experience. If you need an accommodation or adjustment due to a disability during the application or recruiting process, please submit a request at https://expedia.service-now.com/askeg?id=job_accommodation.

About Expedia Group

Expedia Group includes three flagship consumer brands - Expedia, Hotels.com, and Vrbo - along with a leading B2B travel business and travel advertising offerings. Across our brands and business, we help travelers explore the world with confidence and ease.

Important notice

Employment opportunities and job offers at Expedia Group will always come from Expedia Group's Talent Acquisition and hiring teams. Never share sensitive personal information unless you are confident of the recipient. Expedia Group does not extend job offers via email or messaging tools to individuals with whom we have not made prior contact. Our email domain is @expediagroup.com. The official place to find and apply for roles is https://careers.expediagroup.com/jobs/.

Equal Opportunity

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.