Director, Talent Management Business Partner, Corporate Functions
Location: Austin, Texas, Chicago, Illinois
Job Type: Full time
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Director, Talent Management Business Partner, Corporate Functions
The Talent Management Business Partner serves as the lead talent strategist for the Corporate Functions. This individual will supercharge Expedia Group’s (EG) impact by developing and driving the functions talent agendas in alignment/ support of the business strategy and People Plans.
In this role you’ll bring imagination and creativity in how we think, act, and talk about (and to) talent for our Corporate Functions. Through a mindset and culture of individual ownership you will work with Business Partner Leads, People Team CoE’s, and senior and executive leaders to solve talent and organizational health challenges. Ultimately, the Talent Management Business Partner must adopt enterprise talent identification practices to better known employee capabilities, aspirations, future potential, and ensure we have our best people against our bigger opportunities.
Focus on aspirational goals, intentional onboarding, development experiences and talent moves that are aligned with our business strategy and drive high performance. Build talent bench strength and organizational capabilities to deliver our business strategy in a way that demonstrates our company values and elevates our talent to meet future needs.
What you’ll do:
Lead the development and execution of a business aligned talent strategy & roadmap to identify, grow, mobilize, and retain critical and key talent in the Corporate Functions
Be a strategic thought partner and advisor to BPs to help think through and solve talent and org health challenges, while also challenging current ways of thinking
Collaborate with the People Pod (divisional people team) to support the end-to-end talent agenda, delivery of performance cycles, organizational effectiveness, and change and transformation programs
Support Corporate Function leaders in proactively managing the talent pipeline to ensure we future proof the business to have the talent available to meet future growth and adapt to the changing environment
Partner with Talent Product Owners to share the talent landscape for the functional orgs, including product successes and improvement opportunities, while supporting methods for ensuring quality, business impact, scalability, and sustainability
Deep dive into the Org Health data to uncover internal talent trends (e.g., talent movement, succession plans, development experiences, etc.) to drive informed decision making. Identify external work/workforce changes and anticipate/predict how this will impact the talent management approach
Ensure business relevance with a test and learn approach - so decisions are made based on experiments and data rather than opinion
Facilitate talent discussions/reviews and talent planning; act as a talent broker to create diverse slates for critical roles and leadership positions
Identify appropriate metrics to measure the effectiveness of talent management initiatives in partnership with People Analytics
Consult with People Team CoE’s to ensure coordination across the talent lifecycle in Compensation, People Team Tech, Analytics, Learning, Business Partners, etc.
Who you are:
Bachelor’s or Master’s in a related technical field; or equivalent related professional experience
Advanced degree in I/O psych; or equivalent related professional experience
Possess a bias toward action with the ability to navigate ambiguity and get things done in a highly collaborative and fast-paced environment
Analytical thinker and strategic problem-solver, with the aim to cut through complexity and turn high-level business requirements and opportunities into effective, impactful talent experiences
Have a strong ability to build cross-functional relationships with clear skills in communication, facilitation, and change management; comfortable consulting and influencing at all levels
An ambassador for Diversity, Equity, Inclusion & Belonging, who actively integrates DEIB into talent practices/ solutions as part of the business context and growth agenda
A skilled-thought leader and storyteller: able to build and clearly communicate a vision and strategy
10+ years of proven experience and capability in Talent Management, Leadership Development or Organizational Development
Prior experience in management consulting
Experience with talent assessment, development models and executive coaching (including certifications)
About Expedia Group
Expedia Group (NASDAQ: EXPE) powers travel for everyone, everywhere through our global platform. Driven by the core belief that travel is a force for good, we help people experience the world in new ways and build lasting connections. We provide industry-leading technology solutions to fuel partner growth and success, while facilitating memorable experiences for travelers. Expedia Group's family of brands includes: Brand Expedia®, Hotels.com®, Expedia® Partner Solutions, Vrbo®, trivago®, Orbitz®, Travelocity®, Hotwire®, Wotif®, ebookers®, CheapTickets®, Expedia Group™ Media Solutions, Expedia Local Expert®, CarRentals.com™, and Expedia Cruises™.
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Employment opportunities and job offers at Expedia Group will always come from Expedia Group’s Talent Acquisition and hiring teams. Never provide sensitive, personal information to someone unless you’re confident who the recipient is. Expedia Group does not extend job offers via email or any other messaging tools to individuals to whom we have not made prior contact. Our email domain is @expediagroup.com. The official website to find and apply for job openings at Expedia Group is careers.expediagroup.com/jobs.Expedia is committed to creating an inclusive work environment with a diverse workforce. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, or veteran status. This employer participates in E-Verify. The employer will provide the Social Security Administration (SSA) and, if necessary, the Department of Homeland Security (DHS) with information from each new employee's I-9 to confirm work authorization.