Director, Human Resources Business Partner

Expedia•Seattle, WA

9d•$207,500 - $332,000•Hybrid

About The Position

Expedia Group is seeking a strategic Director, HR Business Partner aligned with its Global Finance organization. The role partners closely with executive leaders, including SVPs reporting to the CFO and members of the Global Finance Leadership team, to advance business objectives and the people agenda. The HRBP supports a high-performance culture through strategic talent initiatives, organizational effectiveness, transformation, and tailored HR solutions. The position is based in Seattle and follows a hybrid work model requiring at least three in-office days per week.

Requirements

10+ years of relevant experience.
Experience as a strategic people business partner.
Experience designing an end-to-end talent agenda, organizational development, and delivery of global transformation programs.
Ability to deal with ambiguity and coach senior leaders through organizational transformations.
Analytical thinking and strategic problem-solving skills, including the ability to turn complex business requirements and opportunities into specific initiatives.
Comfort using advanced executive coaching techniques to make recommendations across opposing and equally critical business needs.
Curiosity about business context and leadership growth, with the ability to build strong relationships as an inspiring and approachable leader.
Strong data analysis skills and business acumen.

Responsibilities

Collaborate with global People team partners and business leaders on strategic talent initiatives, including identifying high-potential talent, succession planning, and building future-focused organizational capabilities.
Guide the Global Finance organization through transformation and change, bringing structure to ambiguity and demonstrating emotional maturity.
Guide organizational design and change-management strategies, and implement processes, policies, and guidelines for organizational reviews and improved alignment.
Partner with executive leaders to define talent and business strategy, anticipate long-term people needs, and translate business plans into HR program objectives.
Lead organizational structure analysis and design, identifying structures and governance models that align with strategic goals.
Define and implement organizational principles and health objectives, providing strategic insights to optimize performance.
Design tools such as surveys to measure organizational effectiveness and assess structure, talent, and performance issues.
Develop and implement programs to improve employee engagement, management capabilities, and leadership development.
Use understanding of business operations and challenges to propose solutions that support organizational objectives.
Facilitate collaboration among diverse stakeholders to co-create practical solutions.
Apply systems thinking to improve organizational efficiency across policies, processes, and structures.
Evaluate the long-term financial and operational impact of proposed solutions.
Partner with HR Centers of Excellence and business leaders to design and implement relevant, effective HR programs.
Use data analysis and business acumen to inform decisions about leadership, structure, and talent development.
Work with business leaders to define the HR structure, identify workforce-planning needs, leadership and management gaps, and future skill requirements, and implement HR solutions that support performance.
Coach senior leaders through organizational transformations and make recommendations across competing business needs.