Senior Director, High-Performance Culture

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, High Performance CultureIntroduction to teamOur Corporate Functions are made up of teams that support Expedia Group, including our Global Finance Org., Legal Team, Strategy and Corporate Development Team, and People & Places Org.EG is navigating a genuine transformation in how it manages talent — moving from process-heavy, cycle-driven HR to AI-native, product-led talent experiences. The High-Performance Culture portfolio is at the center of that transformation. This is a rare opportunity to architect an enterprise performance strategy and experience from the ground up — one that will shape the careers of thousands of employees who help millions of travelers explore the world, one journey at a time.In this role, you will:Product Vision & RoadmapArchitect the vision and product roadmap for EG's High-Performance Culture portfolio, including annual and mid-year performance cycles, goal setting, feedback, promotions, and underperformance management.Define product strategy grounded in user research, business data, and a deep understanding of what drives high-performance cultures in global, complex technology organizations.Lead product design and continuous improvement: translate strategy into clear requirements, collaborate with engineering partners to build and ship, and iterate rapidly based on outcomes data and user feedback.Own the product KPIs — adoption, satisfaction, cycle quality, time-to-outcome — and use them to guide roadmap decisions and demonstrate business impact.Enterprise Performance StrategyDefine EG's enterprise philosophy on performance differentiation: what "high performance" means, how we calibrate it consistently, and how we build leaders' capability to make high-quality talent decisions.Partner with HRBPs, Talent Strategy Partners, and senior business leaders to ensure performance and promotions products translate into real-world outcomes — retention of top talent, clarity of expectations, and equitable, data-driven decisions.Lead governance and standards for the performance and promotions ecosystem, including calibration frameworks, leveling alignment, and underperformance playbooks.AI-Native Product DevelopmentDrive AI-native product development by design, not as an additional feature — integrating agentic solutions, AI-assisted evaluations, and predictive insights into the performance and promotions platform in close partnership with People Tech and People Analytics.Evaluate and prioritize AI opportunities through a rigorous product lens: where does AI reduce friction and raise quality, and where does it introduce risk? Bring evidence-based conviction, not hype.Cross-Functional Partnership & DeliveryLead a diverse cross-functional team of interdependent collaborators (e.g., engineering, HR, compensation, communications, and other partners) — co-creating the roadmap, prioritizing the backlog, and holding a high bar for delivery quality and speed.Navigate a complex web of stakeholders (CHRO, HRBP Leaders, HRBPs, Compensation, Finance, Legal/Works Councils, Employee Relations, L&D) with clarity, candor, and influence — reaching consensus on hard trade-offs without sacrificing the long-term product vision.Ensure enterprise launch readiness for each performance and promotions cycle, in partnership with Talent Strategy Partners, including enablement for HRBPs and business leaders, change management, and real-time cycle support.Team LeadershipLead and develop a high-performing team of product and program managers, modeling EG Behaviors and raising the bar on product craft, operational rigor, and user empathy.Build talent density on the team: hire and develop for product acumen and talent domain expertise, coach relentlessly, and hold a high standard for what "great" looks like at every level.Experience and QualificationsProven ability to operate at the intersection of strategy and execution — you can write a 3-year product vision and then roll up your sleeves to write requirements and review UAT results.Demonstrated track record owning and shipping enterprise products or programs at scale in complex global environments — from strategy through delivery through iteration.Experience partnering with technology teams (engineering, product, or HRIS platforms) to build and improve HR technology products.(Preferred) 10+ years of progressive experience in talent management, HR product management, or a closely related field in global, complex organizations.(Preferred) Deep expertise in performance management philosophy and practice: calibration, rating frameworks, promotion mechanics, feedback design, and underperformance management.CapabilitiesProduct leadership: able to define a product vision, build a roadmap, prioritize ruthlessly, and ship high-quality outcomes on a complex platform with cross-functional dependencies.Technology acumen: comfortable with AI/ML concepts and their application in talent products; can engage credibly with engineers and data scientists to design intelligent solutions.Data fluency: uses data to make complex decisions and influence executive stakeholders. Comfortable with quantitative and qualitative data to diagnose problems, evaluate product performance, and tell a compelling story.Stakeholder influence: able to build alignment across diverse, senior stakeholders — including those who disagree — through clear reasoning, strong relationships, and organizational savvy.Execution rigor: leads delivery with operational excellence — clear plans, proactive risk management, and relentless follow-through.The total cash range for this position in Seattle is $296,000.00 to $414,500.00. Employees in this role have the potential to increase their pay up to $473,500.00, 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 perksExpedia 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 .Accommodation requestsExpedia 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 .About Expedia GroupExpedia 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 noticeEmployment 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 .Equal OpportunityExpedia 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. #J-18808-Ljbffr Jobleads-US