Talent Strategy Partner, Senior Director

Talent Strategy Partner, Senior Director

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 Talent Strategy Partner, Senior Director 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.

• 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.

• 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).

• 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.

• 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.

• 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.

• 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…