Director, Top Talent

Introduction to team Our Corporate Functions are made up of teams that support Expedia Group, including our Global Finance Org., Legal Team, Strategy and Corporate Development Team, and People & Places Org.

Knowing who your best people are, where they're ready to lead next, and where your pipeline is thin - these are the insights that separate companies that build enduring leadership capability from those that scramble to fill critical roles. At EG, we're building a talent review and succession system that delivers those insights proactively, not once a year.

This is a rare opportunity to own that system end-to-end as a product discipline - and to shape the leadership pipeline of a global travel company at a pivotal moment in its transformation.

- Own the end-to-end product lifecycle for EG's enterprise talent review and succession system - from product strategy and requirements definition through build, launch, and iteration - in close partnership with People Tech and People Analytics.

- Define EG's enterprise framework for assessing potential, readiness, and succession risk: building a shared calibration language, decision-making standards, and governance model that produces reliable, high-quality talent data across diverse business contexts.

- Drive the evolution of talent reviews from periodic events to an always-on, AI-native capability - surfacing bench strength signals, succession gaps, and development priorities in real time for leaders and HRBPs.

- Own the product KPIs for talent reviews and succession: calibration quality, data completeness, bench strength coverage, and decision consistency - and use them to guide roadmap priorities and demonstrate business impact.

- Serve as the primary subject matter expert for Talent Strategy Partners and HRBPs on talent review and succession products - translating enterprise frameworks into practical guidance and building calibration capability across the organization.

- Own the enterprise top talent development strategy in partnership with L&D - defining the experience architecture, participant journey, and success metrics that make it a high-impact, high-signal investment for EG's most critical talent.

- Ensure top talent development is tightly connected to succession outcomes: participants are identified through the talent review system, development experiences are linked to readiness gaps, and program impact is measurable.

- Support priority business-specific top talent development requests as they arise, applying consistent frameworks and standards to ensure quality and alignment with enterprise strategy.

- Drive AI-native product development by design, not as an additional feature - integrating predictive talent signals, intelligent succession modeling, and personalized development recommendations into EG's top talent platform in close partnership with People Tech and People Analytics.

- Evaluate and prioritize AI opportunities through a rigorous product lens: where does AI reduce friction and raise the quality of talent decisions, and where does it introduce risk? Bring evidence-based conviction, not hype.

- Navigate a complex stakeholder landscape - including the Sr. Director, Top Talent, HRBP Leaders, Talent Strategy Partners, L&D, and People Tech - with clarity, candor, and influence, driving alignment on product decisions without direct authority.

- Partner with People Analytics to ensure talent review data is structured, reportable, and actionable - and that insights are surfaced in ways that drive better decisions, not just better dashboards.

- Represent the voice of the customer in the product development process: synthesize feedback from HRBPs, Talent Strategy Partners, and business leaders into clear requirements that continuously improve the talent review experience.

- Demonstrated track record owning and shipping complex enterprise products or programs at scale - from requirements definition through delivery and iteration - in global, matrixed organizations.

- Experience translating ambiguous, multi-stakeholder talent challenges into clear product requirements and scalable solutions.

- Experience partnering with technology teams (engineering, product, or HRIS platforms) to build and improve HR or talent technology products.

- (Preferred) 8+ years of progressive experience in talent management, succession planning, leadership development, or HR product management in global, complex organizations.

- (Preferred) Deep expertise in talent identification and assessment practice: potential frameworks, succession modeling, readiness assessment, and calibration design.

- (Preferred) ICF credential (ACC, PCC, or MCC) or equivalent coaching certification, reflecting a principled, evidence-based approach to developing senior leaders.

- Product ownership: able to own the full product lifecycle for a complex, enterprise-scale talent product - from vision through delivery - with minimal direction and maximum accountability.

- Technology acumen: comfortable with AI/ML concepts and their application in talent products; can engage credibly with engineers and data scientists to design intelligent solutions.

- Data fluency: uses talent and people data to make complex decisions and build compelling narratives for senior stakeholders. Comfortable with both quantitative and qualitative analysis to assess talent health, evaluate product performance, and surface actionable insights.

- Stakeholder influence: able to build alignment across diverse, senior stakeholders - including those who disagree - through deep expertise, clear reasoning, and strong relationships, without relying on positional authority.

- Execution rigor: delivers with operational excellence - clear plans, proactive risk management, and relentless follow-through in a fast-moving, resource-constrained environment.

The total cash range for this position in Seattle is $224,000.00 to $313,500.00. Employees in this role have the potential to increase their pay up to $358,500.00, which is the top of the range, based on ongoing, demonstrated, and sustained performance in the role. The total cash range for this position in Austin is $224,000.00 to $313,500.00.

Employees in this role have the potential to increase their pay up to $358,500.00, which is the top of the range, based on ongoing, demonstrated, and sustained performance in the role.