Senior Director, Talent Strategy Partner

Expedia Group•Seattle, WA

2d•$269,000 - $376,500

About The Position

The Senior Director, Talent Strategy Partner is a senior expert on Expedia Group’s Talent team who shapes and delivers talent and organization agendas for business divisions. The role operates at both strategic and tactical levels, applying talent management and organizational effectiveness expertise with a hypothesis-driven, evidence-based approach to talent outcomes, leadership effectiveness, organizational health, and workforce capability development. The role partners with HRBP leaders and divisional leadership to develop talent strategies, succession plans, leadership pipelines, capability-building programs, and organization designs. It uses people and organizational health data, research, experimentation, and program evaluation to inform decisions and improve outcomes. The position also serves as an enterprise subject matter expert on talent products, supports their adoption, and works across People functions to deliver integrated solutions.

Requirements

14 or more years of experience in Talent Management, Organizational Development or Effectiveness, HR Business Partnering, or Industrial/Organizational Psychology-focused talent and organizational consulting.
Proven experience partnering with C-suite and senior leaders in complex, global, matrixed organizations, leading through expertise and relationships rather than direct authority.
Experience applying Industrial/Organizational Psychology, behavioral science, organizational research, assessment science, workforce analytics, or related methods to talent and organizational challenges.
Demonstrated impact shaping global talent and organization strategies with significant scope and complexity, such as multiple regions, functions or divisions, or large-scale transformations.
Deep understanding of performance, potential, readiness, and succession frameworks, with the ability to coach leaders and HRBPs in their use.
Ability to diagnose organizational issues, design and evaluate alternative structures, and create pragmatic change and transition plans.
Ability to interpret people and business data, identify patterns and risks, apply research methodologies, evaluate talent interventions, communicate insights clearly, and use findings to guide decisions and measure impact.
Strong relationship-building and collaboration skills, including experience serving as a trusted partner to HRBPs and leaders and connecting across Talent, Organizational Effectiveness, Learning, and other centers of expertise.
Bachelor’s degree in Industrial/Organizational Psychology, Organizational Psychology, Organizational Behavior, Human Resources, a related field, or equivalent experience.

Nice To Haves

Master’s degree or PhD in Industrial/Organizational Psychology, Organizational Psychology, Organizational Behavior, or a related discipline.
Experience conducting organizational research, program evaluation, talent assessment validation, workforce analytics, or experimental design.
Professional certifications in assessments (such as Hogan or Insights), organizational development, change management, or coaching (such as ICF ACC).

Responsibilities

Partner with HRBP leaders to co-create divisional talent agendas, including capability building, leadership pipelines, mobility, and development strategies.
Apply Industrial/Organizational Psychology principles and evidence-based talent practices to improve leadership assessment, succession planning, capability development, promotion effectiveness, and talent outcomes.
Assess global talent and learning needs, identify capability gaps, and translate findings into integrated talent strategies and roadmaps using data-driven health metrics.
Lead end-to-end succession planning and talent reviews for key leadership and critical roles in partnership with HRBP leaders and divisional leadership teams; partner with Talent Acquisition on VP+ executive pipelines.
Design and evaluate talent interventions using assessment, validation, and measurement approaches.
Use talent and organizational health metrics to identify strengths, risks, and pipeline gaps, and recommend development, moves, hiring, and coaching actions.
Coach leaders and HRBPs on consistent, equitable talent identification and assessment practices that support diversity, equity, and inclusion.
Advise leaders on efficient, scalable, strategy-aligned organization structures using organizational diagnostics, scenario design, and options analysis.
Ensure organization design aligns with enterprise frameworks, headcount plans, financial guardrails, and organization and talent standards, including leveling guidelines.
Analyze talent and organizational health metrics and apply rigorous methodologies to identify drivers and inform divisional and enterprise decisions.
Partner with People Analytics on research studies, pilot programs, experimentation, and statistical analyses to measure the effectiveness of talent and leadership initiatives.
Use hypothesis testing and program evaluation to continuously improve talent strategies and organizational outcomes.
Track and communicate talent and succession outcomes, including bench strength, diversity outcomes, critical-role coverage, and internal mobility, and refine strategies based on insights.
Lead readiness and change management to ensure talent products are launched effectively and embedded with HRBPs, leaders, and employees.
Serve as a subject matter expert for HRBPs and leaders on global talent products, including EG Performance Management products, and champion their implementation.
Influence enterprise talent strategies and product roadmaps using insight into HRBP, leader, and employee needs.
Collaborate with Talent Management, Organizational Effectiveness, Learning, Total Rewards, People Tech, People Analytics, and HRBPs to provide integrated People solutions and advance evidence-based practices.
Share best practices, case studies, and tools with HRBPs and Talent colleagues to strengthen talent, organization design, and change capabilities.