Expedia Group
Director, Top Talent
How your CV stacks up
Upload your CV to see how well it fits this job role
?%
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.
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.
Knowing who your best people are, where they’re ready to lead next, and where your pipeline is thin—these are the insights that separate companies that build enduring leadership capability from those that scramble to fill critical roles. At EG, we’re building a talent review and succession system that delivers those insights proactively, not once a year. This is a rare opportunity to own that system end-to-end as a product discipline—and to shape the leadership pipeline of a global travel company at a pivotal moment in its transformation.
In this role, you will:
Talent Reviews & Succession
- Own the end-to-end product lifecycle for EG’s enterprise talent review and succession system—from product strategy and requirements definition through build, launch, and iteration—in close partnership with People Tech and People Analytics.
- Define EG’s enterprise framework for assessing potential, readiness, and succession risk: building a shared calibration language, decision-making standards, and governance model that produces reliable, high-quality 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 the product KPIs for talent reviews and succession: calibration quality, data completeness, bench strength coverage, and decision consistency—and use them to guide roadmap priorities and demonstrate business impact.
- Serve as the primary subject matter expert for Talent Strategy Partners and HRBPs on talent review and succession products—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 that make it a high-impact, high-signal investment 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 are linked to readiness gaps, and program impact is measurable.
- Support priority business-specific top talent development requests as they arise, applying consistent frameworks and standards to ensure quality and alignment with enterprise strategy.
Reasons to use Rodeo
Start with a chat, not a search bar
Grad scheme, placement, apprenticeship? Not sure what you want yet — that's fine. Your agent talks it through with you and turns "I have no idea" into a shortlist.
It searches the market for you
Every day your agent scans the market matching roles against what actually matters to you, not just keywords on a CV.
Only hits
No noise. No "maybe this fits." Just roles with a clear explanation of why they're right — and where to focus when applying.
AI-Native Product Development
- Drive AI-native product development by design, not as an additional feature—integrating predictive talent signals, intelligent succession modeling, and personalized development recommendations 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
- Navigate a complex stakeholder landscape—including the Sr. Director, Top Talent, HRBP Leaders, Talent Strategy Partners, L&D, and People Tech—with clarity, candor, and influence, driving alignment on product decisions without direct authority.
- Partner with People Analytics to ensure talent review data is structured, reportable, and actionable—and that insights are surfaced in ways that drive better decisions, not just better dashboards.
- Represent the voice of the customer in the product development process: synthesize feedback from HRBPs, Talent Strategy Partners, and business leaders into clear requirements that continuously improve the talent review experience.
Experience and Qualifications
- 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.
- (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.
Capabilities
- Product ownership: able 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: able to build 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.
Get help with your application
Your very own career expert that helps elevate your application to the next level.
Compensation
The total cash range for this position in Seattle is $224,000.00 to $313,500.00. Employees in this role have the potential to increase their pay up to $358,500.00, which is the top of the range, based on ongoing, demonstrated, and sustained performance in the role. The total cash range for this position in Austin is $224,000.00 to $313,500.00. Employees in this role have the potential to increase their pay up to $358,500.00, 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.
Accommodation requests
Expedia Group is committed to providing an inclusive and accessible recruiting experience. If you need an accommodation or adjustment due to a disability during the application or recruiting process, please submit a request at https://expedia.service-now.com/askeg?id=job_accommodation.
About Expedia Group
Expedia Group includes three flagship consumer brands—Expedia, Hotels.com, and Vrbo—along with a leading B2B travel business and travel advertising offerings. Across our brands and business, we help travelers explore the world with confidence and ease.
Important notice
Employment opportunities and job offers at Expedia Group will always come from Expedia Group's Talent Acquisition and hiring teams. Never share sensitive personal information unless you are confident of the recipient. Expedia Group does not extend job offers via email or messaging tools to individuals with whom we have not made prior contact. Our email domain is @expediagroup.com. The official place to find and apply for roles is https://careers.expediagroup.com/jobs/.
Equal Opportunity
Expedia is committed to creating an inclusive work environment with a diverse workforce. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, veteran status, or any other characteristic protected by law. This employer participates in E-Verify. The employer will provide the Social Security Administration (SSA) and, if necessary, the Department of Homeland Security (DHS) with information from each new employee's I-9 to confirm work authorization.
“It took my CV and asked me questions relevant to understanding what kind of jobs to suggest for me. Suggestions were almost perfect. Jobs were exactly what I’ve been looking for.”
Jessica, London
Skills
Location