Director, Leadership Development

Expedia Group•Seattle, WA

1d•$207,500 - $290,500•Onsite

About The Position

The Director, Leadership Development will shape and scale how leaders grow at Expedia Group. This role will create practical, connected leadership solutions that help people leaders perform at their best, build strong teams, navigate change, and deliver better business outcomes. You will lead an integrated leadership development agenda across the People function, partnering closely with Talent Management, Capability Building, Employee Experience, People Analytics, Organisational Development, Organizational Effectiveness, and HR Business Partners. You will turn business and workforce needs into simple, measurable experiences that can reach leaders across the organization. This role is for a strategic builder who can move comfortably between enterprise thinking and hands-on execution. You will bring an AI mindset to the work: exploring how AI can improve leader effectiveness, personalize development, scale access to support, and help the Learning team make better decisions.

Requirements

10+ years experience leading enterprise leadership development, organizational development, talent, learning, or a closely related discipline.
A track record of creating and scaling leadership programs, academies, journeys, or capability solutions across a complex organization.
Strong understanding of how leadership development connects to talent management, employee experience, organizational effectiveness, culture, and business performance.
Experience partnering with senior leaders and HRBPs to diagnose needs, shape priorities, and deliver outcomes.
A practical understanding of AI and a curiosity to apply it to learning, leadership, and the employee experience.
Excellent communication, facilitation, storytelling, and stakeholder-management skills.

Responsibilities

Define and evolve the leadership development strategy, principles, priorities, and roadmap in partnership with Learning leadership and key People stakeholders.
Translate enterprise strategy, workforce insights, and evolving leadership expectations into focused development priorities.
Establish a coherent leadership development architecture, including experiences for new, experienced, senior, and enterprise leaders.
Build a clear point of view on the leadership capabilities needed for the future of work, including responsible and effective use of AI.
Design and oversee practical, inclusive leadership experiences that can scale across functions, geographies, levels, and business contexts.
Create a balanced portfolio of programs, journeys, tools, manager resources, digital learning, peer experiences, coaching, and on-the-job application.
Use a learner-centered approach to make development easy to understand, relevant to the work, and accessible at the moment of need.
Design for the full leadership journey, with simple interventions embedded in the flow of work and tailored to moments that matter.
Connect leadership development with talent reviews, succession planning, career growth, performance, and internal mobility.
Align leadership experiences with broader enterprise and functional capability priorities.
Support transformation, team effectiveness, operating model changes, and enterprise ways of working.
Partner with Employee Experience to strengthen the connection between leader behavior, culture, engagement, inclusion, and the employee journey.
Partner with People Analytics to use data and insights to identify needs, target interventions, measure outcomes, and improve decisions.
Work with HRBPs to understand business needs, prioritize opportunities, activate solutions, and reinforce application in the flow of work.
Identify high-value opportunities to use AI in leadership development, including personalization, practice, coaching support, content discovery, insights, and measurement.
Experiment with emerging tools and approaches while maintaining appropriate standards for privacy, inclusion, quality, transparency, and responsible use.
Help leaders build the judgment and confidence to lead effectively in an AI-enabled workplace.
Share practical guidance and examples that help the Learning team and People partners use AI thoughtfully and productively.