Talent Strategy Partner, Senior Director

Location: Seattle, WA (required to be in-office at least three days a week). Salary: Total cash range is $269,000.00 to $376,500.00 with potential to increase up to $430,500.00 based on performance. 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 insights into an integrated talent strategy and roadmap that leverages data‑driven health metrics. 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 equitable processes and support for 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 – Generate insights from talent and org health metrics (performance, succession, promotion, attrition, engagement) to 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 insights. Lead readiness and change management to ensure talent products are launched and embedded for HRBPs, leaders, and employees. Act as SME for global talent products (e.g., EG Performance Management products) and champion implementation to drive results. Influence enterprise talent strategies and product roadmaps with deep insight into HRBP, leader, and employee needs. Collaborate across People Team and Expedia Group functions to bring an integrated People perspective to leaders. Share best practices, case studies, and tools with HRBPs and Talent colleagues to raise the bar on talent, org design, and change capabilities. Experience and Qualifications 14+ years of 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 as a high‑influence individual contributor. Demonstrated impact shaping global talent and org strategies with significant scope and complexity (e.g., multiple regions, functions/divisions, or large‑scale transformations). Deep understanding of performance, potential, readiness, and succession frameworks; ability to coach leaders and HRBPs in their use. Strong background in org design and change management—diagnose issues, design/evaluate structures, and create pragmatic change and transition plans. Data fluency: 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. Additional Details The role is only available in Seattle and requires a flexible work model with in‑office attendance at least three days per week. Relocation assistance will be considered for candidates relocating to this location. 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. The employer will provide SSA and, if necessary, DHS with information from each new employee’s I‑9 to confirm work authorization. #J-18808-Ljbffr 11105 Expedia, Inc.