Director, Leadership Development

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.

The Director, Leadership Development will shape and scale how leaders grow at Expedia Group. This role will create practical, connected leadership solutions that help people leaders perform at their best, build strong teams, navigate change, and deliver better business outcomes.

You will lead an integrated leadership development agenda across the People function, partnering closely with Talent Management, Capability Building, Employee Experience, People Analytics, Organisational Development, Organizational Effectiveness, and HR Business Partners. You will turn business and workforce needs into simple, measurable experiences that can reach leaders across the organization.

This role is for a strategic builder who can move comfortably between enterprise thinking and hands‑on execution. You will bring an AI mindset to the work: exploring how AI can improve leader effectiveness, personalise development, scale access to support, and help the Learning team make better decisions.

In this role, you will:

• Define and evolve the leadership development strategy, principles, priorities, and roadmap in partnership with Learning leadership and key People stakeholders.
• Translate enterprise strategy, workforce insights, and evolving leadership expectations into focused development priorities.
• Establish a coherent leadership development architecture, including experiences for new, experienced, senior, and enterprise leaders.
• Build a clear point of view on the leadership capabilities needed for the future of work, including responsible and effective use of AI.

• Design and oversee practical, inclusive leadership experiences that can scale across functions, geographies, levels, and business contexts.
• Create a balanced portfolio of programs, journeys, tools, manager resources, digital learning, peer experiences, coaching, and on‑the‑job application.
• Use a learner‑centered approach to make development easy to understand, relevant to the work, and accessible at the moment of need.
• Design for the full leadership journey, with simple interventions embedded in the flow of work and tailored to moments that matter.

• Connect leadership development with talent reviews, succession planning, career growth, performance, and internal mobility.
• Align leadership experiences with broader enterprise and functional capability priorities.
• Support transformation, team effectiveness, operating model changes, and enterprise ways of working.
• Partner with Employee Experience to strengthen the connection between leader behavior, culture, engagement, inclusion, and the employee journey.
• Partner with People Analytics to use data and insights to identify needs, target interventions, measure outcomes, and improve decisions.
• Work with HRBPs to understand business needs, prioritize opportunities, activate solutions, and reinforce application in the flow of work.

• Identify high‑value opportunities to use AI in…