Senior Director, Top Talent

Introduction to team

Our Corporate Functions are made up of teams that support Expedia Group, including our Global Finance Org., Legal Team, Strategy and Corporate Development Team, and People & Places Org.

The single greatest predictor of a company's long-term performance is the quality and depth of its leadership pipeline. At EG, we believe that talent density - the concentration of high-judgment, high-impact people at every level - is a durable competitive advantage. This role is the architect of the system that builds it. This is a rare opportunity to define what world-class top talent identification and development looks like as a product discipline - and to build it at a global travel company shaping the future of how people explore the world.

In this role, you will:
Talent Reviews & Succession

• Architect and own EG's enterprise talent review and succession product: the tools, frameworks, and mechanisms that enable consistent, high-quality talent identification and succession decisions across the enterprise.
• Define EG's enterprise approach to assessing potential, readiness, and risk - building a shared language and calibration standard for what "top talent" means across diverse business contexts.
• Drive the evolution of talent reviews from periodic, HRBP-facilitated conversations to an always-on, AI-native product that surfaces bench strength signals, succession gaps, and development priorities in real time.
• Own the governance model for talent reviews - decision rights, cadence, data standards, and version control - so that talent data is reliable, actionable, and continuously improving.

Top Talent Development

• Own the enterprise Top Talent development experience: the integrated portfolio of programs, experiences, and mechanisms that accelerate the growth of EG's highest-potential employees, including complementary function-specific approaches.
• Define the development philosophy: what experiences, challenges, and relationships build the capabilities EG needs in its future leaders, and how do we deliver them at scale without sacrificing personalization.
• Build the coaching strategy as a core mechanism within the top talent development system - establishing internal coaching capability, governing the external coaching clearinghouse, and ensuring coaching investments are targeted, evidence-based, and tied to measurable development outcomes.
• Partner with Talent Strategy Partners and HRBPs to ensure development experiences are connected to succession plans, performance signals, and business priorities - not operating as a standalone program.

Executive Onboarding

• Own EG's executive onboarding product: the structured experience that accelerates VP+ hires and promotions into effectiveness, reduces early attrition risk, and builds the cross-functional relationships new executives need to lead at EG.
• Define the onboarding philosophy and success metrics - what does "fully effective" look like at 30, 60, and 90 days, and how do we build a product that reliably gets new executives there faster?

AI-Native Development

• Drive AI-native product development by design, not as an additional feature - integrating predictive talent signals, personalized development recommendations, and intelligent succession modeling into EG's top talent platform in close partnership with People Tech and People Analytics.
• Evaluate and prioritize AI opportunities through a rigorous product lens: where does AI reduce friction and raise the quality of talent decisions, and where does it introduce risk? Bring evidence-based conviction, not hype.

Cross-Functional Partnership & Delivery

• Lead a diverse cross-functional coalition of interdependent collaborators (e.g., engineering, L&D, Executive Recruiting, Communications, and HRBP partners) - co-creating the roadmap, prioritizing the backlog, and holding a high bar for delivery quality and speed.
• Navigate a complex stakeholder landscape (CHRO, TLT, HRBP Leaders, L&D, Compensation) with clarity, candor, and influence - reaching consensus on hard trade-offs without sacrificing the long-term product vision.
• Ensure enterprise adoption of top talent products and frameworks: partner with Talent Strategy Partners and HRBPs to drive readiness, calibration quality, and consistent application across functions.

Team Leadership

• Lead and develop a high-performing team of product and program managers, modeling EG Behaviors and raising the bar on product craft, operational rigor, and talent domain expertise.
• Build talent density on the team: hire and develop for product acumen and leadership development expertise, coach relentlessly, and hold a high standard for what "great" looks like at every level.

Experiences and Qualifications

• Proven ability to operate at the intersection of strategy and execution - you can define a multi-year top talent system vision and then roll up your sleeves to design the calibration framework and review the product requirements.
• Demonstrated track record owning and shipping enterprise products, frameworks, or programs at scale in complex global environments - from strategy through delivery through iteration.
• Experience partnering with technology teams (engineering, product, or HRIS platforms) to build and improve HR or talent technology products.
• (Preferred) 10+ years of progressive experience in talent management, leadership development, succession planning, or HR product management in global, complex organizations.
• (Preferred) Deep expertise in talent identification and assessment practice: potential frameworks, succession modeling, readiness assessment, and calibration design.
• (Preferred) ICF credential (ACC, PCC, or MCC) or equivalent coaching certification, reflecting a principled, evidence-based approach to developing senior leaders.

Capabilities

• Product leadership: able to define a product vision, build a roadmap, prioritize ruthlessly, and ship high-quality outcomes on a complex platform with cross-functional dependencies.
• Technology acumen: comfortable with AI/ML concepts and their application in talent products; can engage credibly with engineers and data scientists to design intelligent solutions.
• Data fluency: uses talent and people data to make complex decisions and influence executive stakeholders. Comfortable with quantitative and qualitative analysis to assess talent health, evaluate program impact, and tell a compelling story.
• Stakeholder influence: able to build alignment across diverse, senior stakeholders - including those who disagree - through clear reasoning, strong relationships, and organizational savvy.
• Execution rigor: leads delivery with operational excellence - clear plans, proactive risk management, and relentless follow-through.

The total cash range for this position in Seattle is $296,000.00 to $414,500.00. Employees in this role have the potential to increase their pay up to $473,500.00, which is the top of the range, based on ongoing, demonstrated, and sustained performance in the role.

Starting pay for this role will vary based on multiple factors, including location, available budget, and an individual's knowledge, skills, and experience. Pay ranges may be modified in the future.

Benefits and perks

Expedia Group offers benefits and perks designed to support employees and their families, including medical, dental, and vision coverage, paid time off, an Employee Assistance Program, wellness and travel reimbursement, travel discounts, and International Airlines Travel Agent Network (IATAN) membership. Learn more about life at Expedia Group at https://careers.expediagroup.com/life.