Director, Human Resources Business Partner

Expedia Group•Seattle, WA

10d•$207,500 - $332,000•Hybrid

About The Position

Expedia Group is seeking a strategic Director, HR Business Partner to support its Global Finance organization. The role partners with executive leaders, including direct reports to the CFO and members of the Global Finance Leadership team, to advance business objectives and the people agenda. The HRBP will foster a high-performance culture through strategic and innovative HR solutions, talent initiatives, organizational development, and transformation support. The position is based in Seattle and follows a hybrid work model requiring at least three in-office days per week. The role works with global People Team partners, HR Centers of Excellence, and business leaders to develop talent and organizational strategies, improve organizational effectiveness, and translate business plans into HR program objectives.

Requirements

10 or more years of relevant experience.
Experience as a strategic people business partner, designing an end-to-end talent agenda and organizational development initiatives, and delivering 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 work through complexity and turn high-level business requirements and opportunities into specific initiatives.
Comfort using advanced executive coaching techniques to make recommendations across opposing and equally critical business needs.
Curiosity and passion for business context and leadership growth, with the ability to build strong relationships as an inspiring and approachable leader.

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, providing structure in 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 strategies, anticipate long-term people needs, and translate business plans into HR program objectives.
Lead organizational structure analysis and design, identifying effective structures and governance models aligned with strategic goals.
Define and implement organizational principles and health objectives, and provide strategic insights to optimize performance.
Design tools, such as surveys, to measure organizational effectiveness and assess issues related to structure, talent, and performance.
Develop and implement programs to improve employee engagement, management capabilities, and leadership development.
Use knowledge of business operations and challenges to propose tailored solutions that support organizational objectives.
Facilitate collaboration among diverse stakeholders to develop practical and impactful solutions.
Apply systems thinking to improve organizational efficiency through recommendations 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 HR programs and ensure their ongoing relevance and effectiveness.
Use data analysis and business acumen to inform decisions about leadership, structure, and talent development.
Work with business leaders to define the human resource structure; identify workforce planning needs, leadership and management gaps, and future skill requirements; and implement best-practice HR solutions to support optimal performance.