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Talent Strategy Partner, Senior Director

June 5, 2026

About the position

Expedia Group brands power global travel for everyone, everywhere. We design cutting-edge tech to make travel smoother and more memorable, and we create groundbreaking solutions for our partners. Our diverse, vibrant, and welcoming community is essential in driving our success. Why Join Us? To shape the future of travel, people must come first. Guided by our Values and Leadership Agreements, we foster an open culture where everyone belongs, differences are celebrated and know that when one of us wins, we all win. We provide a full benefits package, including exciting travel perks, generous time-off, parental leave, a flexible work model (with some pretty cool offices), and career development resources, all to fuel our employees' passion for travel and ensure a rewarding career journey. We’re building a more open world. Join us. 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.

Responsibilities

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.

Requirements

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 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; able to coach leaders and HRBPs in using them effectively.
Org design & change management: able to diagnose organizational issues, design and evaluate alternative structures, and create pragmatic change and transition plans that leaders can execute.
Data fluency: able to 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.

Nice-to-haves

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.

Benefits

Full benefits package
Exciting travel perks
Generous time-off
Parental leave
Flexible work model
Career development resources
Medical/dental/vision
Employee Assistance Program
Wellness & travel reimbursement
Travel discounts
International Airlines Travel Agent (IATAN) membership

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Common Interview Questions And Answers

1. HOW DO YOU PLAN YOUR DAY?

This is what this question poses: When do you focus and start working seriously? What are the hours you work optimally? Are you a night owl? A morning bird? Remote teams can be made up of people working on different shifts and around the world, so you won't necessarily be stuck in the 9-5 schedule if it's not for you...

2. HOW DO YOU USE THE DIFFERENT COMMUNICATION TOOLS IN DIFFERENT SITUATIONS?

When you're working on a remote team, there's no way to chat in the hallway between meetings or catch up on the latest project during an office carpool. Therefore, virtual communication will be absolutely essential to get your work done...

3. WHAT IS "WORKING REMOTE" REALLY FOR YOU?

Many people want to work remotely because of the flexibility it allows. You can work anywhere and at any time of the day...

4. WHAT DO YOU NEED IN YOUR PHYSICAL WORKSPACE TO SUCCEED IN YOUR WORK?

With this question, companies are looking to see what equipment they may need to provide you with and to verify how aware you are of what remote working could mean for you physically and logistically...

5. HOW DO YOU PROCESS INFORMATION?

Several years ago, I was working in a team to plan a big event. My supervisor made us all work as a team before the big day. One of our activities has been to find out how each of us processes information...

6. HOW DO YOU MANAGE THE CALENDAR AND THE PROGRAM? WHICH APPLICATIONS / SYSTEM DO YOU USE?

Or you may receive even more specific questions, such as: What's on your calendar? Do you plan blocks of time to do certain types of work? Do you have an open calendar that everyone can see?...

7. HOW DO YOU ORGANIZE FILES, LINKS, AND TABS ON YOUR COMPUTER?

Just like your schedule, how you track files and other information is very important. After all, everything is digital!...

8. HOW TO PRIORITIZE WORK?

The day I watched Marie Forleo's film separating the important from the urgent, my life changed. Not all remote jobs start fast, but most of them are...

9. HOW DO YOU PREPARE FOR A MEETING AND PREPARE A MEETING? WHAT DO YOU SEE HAPPENING DURING THE MEETING?

Just as communication is essential when working remotely, so is organization. Because you won't have those opportunities in the elevator or a casual conversation in the lunchroom, you should take advantage of the little time you have in a video or phone conference...

10. HOW DO YOU USE TECHNOLOGY ON A DAILY BASIS, IN YOUR WORK AND FOR YOUR PLEASURE?

This is a great question because it shows your comfort level with technology, which is very important for a remote worker because you will be working with technology over time...