Director, Top Talent

At Expedia Group, we help travelers explore the world, one journey at a time. As a global travel company powered by passionate people, trusted partnerships, and leading technology, we connect travelers, partners, and advertisers through our consumer brands, B2B network, and travel advertising business. Here, you'll do meaningful work that helps millions of people discover, book, and experience travel with more ease, confidence, and joy. Our five Behaviors-Traveler First, Think Big, Operate with Excellence, Ownership Mindset, and Succeed Together-help foster a supportive environment where people can grow their careers and have the flexibility, benefits, and support to do their best work. Join us and build for travelers everywhere. 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. In this role, you will: Talent Reviews & Succession 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. Top Talent Development 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. AI-Native Product Development 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.