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 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 the areas of 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.

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