Sr. Manager, HR Business Partner

Expedia Group•Seattle, WA

1d•Hybrid

About The Position

Expedia Group is seeking a strategic Senior Manager, HR Business Partner to support our Product & Technology division. In this role, you’ll work closely with leaders to advance both business outcomes and our people agenda, fostering a high-performance culture through innovative HR solutions. Please note this role is based in Seattle and follows our hybrid work model, requiring a minimum of three in-office days per week.

Requirements

8+ years’ relevant experience
Strategic people business partner, experienced in designing end-to-end talent agenda, organizational development, delivery of global transformation programs
Analytical thinking and strategic problem-solving skills, with the drive to cut through complexity and turn high-level business requirements and opportunities into specific initiatives
Comfortable using advanced executive coaching techniques to make recommendations across opposing and equally critical business needs
Natural bar-raiser: curious and passionate about the business context and leadership growth, builds strong relationships by being an inspiring and approachable leader

Responsibilities

Collaborate with global People team partners and business leaders to ensure the success of client groups through strategic talent initiatives. Key areas include identifying high-potential talent, driving succession planning, and building future-focused organizational capabilities.
Implement strategies that enable the organization to navigate and thrive through change. Provide coaching and development support to leaders to strengthen their effectiveness and accelerate growth.
Act as a trusted advisor to the business by leveraging data-driven insights to identify trends, diagnose root causes of challenges, and co-create effective, sustainable solutions that support business goals.
Lead organizational structure analysis and design, identifying more effective structures and governance models to align with strategic goals.
Define and implement organizational principles and health objectives, offering strategic insights to optimize performance.
Design tools (e.g., 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.
Leverage a deep understanding of business operations and challenges to propose tailored solutions that support organizational objectives.
Facilitate collaboration among diverse stakeholders to co-create practical and impactful solutions.
Apply systems thinking to enhance organizational efficiency, recommending improvements across policies, processes, and structures.
Evaluate the long-term financial and operational impact of proposed solutions to support sustainable business outcomes.
Serve as a key resource for HR policies and procedures, guiding and educating managers and senior leaders to promote understanding and compliance.
Partner with HR Centers of Excellence (COEs) and business leaders to design and implement HR programs, ensuring ongoing relevance and effectiveness.
Provide recommendations on HR structures, tools, and resources to support business needs and enhance organizational capability.
Apply strong data analysis skills and business acumen to inform decisions related to leadership, structure, and talent development.
Ensure compliance with legal and regulatory standards in the review and execution of organizational practices.