Director, Top Talent

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.

About the role

Our Corporate Functions teams support Expedia Group, including Global Finance, Legal, Strategy and Corporate Development, and People & Places. This role focuses on building a talent review and succession system that delivers proactive insights into leadership capability, bench strength, and succession gaps. You’ll own this system end-to-end as a product discipline, shaping the leadership pipeline of a global travel company at a transformative moment.

Responsibilities

• Talent Reviews & Succession
  • Own the end-to-end product lifecycle for EG’s enterprise talent review and succession system—from strategy and requirements through build, launch, and iteration—in partnership with People Tech and People Analytics.
  • Define EG’s enterprise framework for assessing potential, readiness, and succession risk, including a shared calibration language, decision-making standards, and governance model to produce reliable talent data across diverse business contexts.
  • Drive the evolution of talent reviews from periodic events to an always-on, AI-native capability, surfacing bench strength signals, succession gaps, and development priorities in real time for leaders and HRBPs.
  • Own product KPIs for talent reviews and succession: calibration quality, data completeness, bench strength coverage, and decision consistency. Use these to guide roadmap priorities and demonstrate business impact.
  • Serve as the primary subject matter expert for Talent Strategy Partners and HRBPs, translating enterprise frameworks into practical guidance and building calibration capability across the organization.
• Top Talent Development
  • Own the enterprise top talent development strategy in partnership with L&D, defining the experience architecture, participant journey, and success metrics to ensure high-impact outcomes for EG’s most critical talent.
  • Ensure top talent development is tightly connected to succession outcomes: participants are identified through the talent review system, development experiences address readiness gaps, and program impact is measurable.
  • Support priority business-specific top talent development requests, applying consistent frameworks and standards to maintain quality and alignment with enterprise strategy.
• AI-Native Product Development
  • Drive AI-native product development by design, integrating predictive talent signals, intelligent succession modeling, and personalized development recommendations into EG’s top talent platform in partnership with People Tech and People Analytics.
  • Evaluate and prioritize AI opportunities through a rigorous product lens: identify where AI reduces friction and improves talent decisions, and where it introduces risk. Base decisions on evidence, not hype.
• Cross-Functional Partnership & Delivery
  • Navigate a complex stakeholder landscape—including the Sr. Director of Top Talent, HRBP Leaders, Talent Strategy Partners, L&D, and People Tech—with clarity, candor, and influence to drive alignment on product decisions without direct authority.
  • Partner with People Analytics to ensure talent review data is structured, reportable, and actionable, surfacing insights that drive better decisions, not just better dashboards.
  • Represent the voice of the customer in product development: synthesize feedback from HRBPs, Talent Strategy Partners, and business leaders into clear requirements that continuously improve the talent review experience.

Requirements

• Demonstrated track record owning and shipping complex enterprise products or programs at scale—from requirements definition through delivery and iteration—in global, matrixed organizations.
• Experience translating ambiguous, multi-stakeholder talent challenges into clear product requirements and scalable solutions.
• Experience partnering with technology teams (engineering, product, or HRIS platforms) to build and improve HR or talent technology products.

Qualifications

• Preferred: 8+ years of progressive experience in talent management, succession planning, leadership development, 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.

Skills

• Product ownership: Ability to own the full product lifecycle for a complex, enterprise-scale talent product—from vision through delivery—with minimal direction and maximum accountability.
• 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 build compelling narratives for senior stakeholders. Comfortable with both quantitative and qualitative analysis to assess talent health, evaluate product performance, and surface actionable insights.
• Stakeholder influence: Builds alignment across diverse, senior stakeholders—including those who disagree—through deep expertise, clear reasoning, and strong relationships, without relying on positional authority.
• Execution rigor: Delivers with operational excellence—clear plans, proactive risk management, and relentless follow-through in a fast-moving, resource-constrained environment.

Pay

The total cash range for this position in Seattle is $224,000 to $313,500. Employees in this role have the potential to increase their pay up to $358,500, the top of the range, based on ongoing, demonstrated, and sustained performance.

The total cash range for this position in Austin is $224,000 to $313,500. Employees in this role have the potential to increase their pay up to $358,500, the top of the range, based on ongoing, demonstrated, and sustained performance.

Starting pay for this role will vary based on multiple factors, including location, available budget, and an individual’s knowledge, skills, and experience.

Benefits

• Medical, dental, and vision coverage
• Paid time off
• Employee Assistance Program
• Wellness and travel reimbursement
• Travel discounts
• International Airlines Travel Agent Network (IATAN) membership