Distinguished Talent Strategy Partner

Overview

The Distinguished Talent Strategy Partner is a senior expert within Expedia Group’s Talent team who shapes and delivers the talent and organization agenda for our divisions. Operating at both strategic and tactical levels, this role pairs big‑picture thinking about talent with a hands‑on approach to analysis and execution, ensuring the company has the leadership, capabilities, and organizational design to build world‑class travel experiences at scale.

Responsibilities

• 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 leveraging 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.
• Partner 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 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, and 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 business, focusing on long‑term value rather than 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 into the needs of HRBPs, leaders, and employees to ensure simple, scalable, and well‑understood products, processes, and playbooks.
• Collaborate across the People Team and Expedia Group, working 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.

Qualifications

• 16+ years’ experience in more than one area 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; ability to coach leaders and HRBPs in using them effectively.
• Org design & change management: ability to diagnose organizational issues, design and evaluate alternative structures, and create pragmatic change and transition plans that leaders can execute.
• Data fluency: demonstrated experience interpreting people and business data, identifying patterns and risks, telling a clear story, and using 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.

Compensation & Location

This role is only available in Seattle and requires employees to be in‑office at least three days a week. The total cash range for this position in Seattle is $269,000.00 to $376,500.00, with the potential to increase pay up to $430,500.00 based on ongoing, demonstrated, and sustained performance.

EEO Statement

Expedia Group 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.