Senior Director, Product (High-Performance Culture)

About this role

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.

Senior Director, Product (High Performance Culture)

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. 

Expedia Group (EG) is navigating a genuine transformation in how it manages talent — moving from process-heavy, cycle-driven HR to AI-native, product-led talent experiences. The High-Performance Culture portfolio is at the center of that transformation. This is a rare opportunity to architect an enterprise performance strategy and experience from the ground up — one that will shape the careers of thousands of employees who help millions of travelers explore the world, one journey at a time.

In this role, you will: Product Vision & Roadmap • Architect the vision and product roadmap for EG's High-Performance Culture portfolio, including annual and mid-year performance cycles, goal setting, feedback, promotions, and underperformance management.

• Define product strategy grounded in user research, business data, and a deep understanding of what drives high-performance cultures in global, complex technology organizations.

• Lead product design and continuous improvement: translate strategy into clear requirements, collaborate with engineering partners to build and ship, and iterate rapidly based on outcomes data and user feedback.

• Own the product KPIs — adoption, satisfaction, cycle quality, time-to-outcome — and use them to guide roadmap decisions and demonstrate business impact.

Enterprise Performance Strategy • Define EG's enterprise philosophy on performance differentiation: what "high performance" means, how we calibrate it consistently, and how we build leaders' capability to make high-quality talent decisions.

• Partner with HRBPs, Talent Strategy Partners, and senior business leaders to ensure performance and promotions products translate into real-world outcomes — retention of top talent, clarity of expectations, and equitable, data-driven decisions.

• Lead governance and standards for the performance and promotions ecosystem, including calibration frameworks, leveling alignment, and underperformance playbooks.

AI-Native Product Development • Drive AI-native product development by design, not as an additional feature — integrating agentic solutions, AI-assisted evaluations, and predictive insights into the performance and promotions 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 quality, and where does it introduce risk? Bring evidence-based conviction, not hype.

Cross-Functional Partnership & Delivery • Lead a diverse cross-functional team of interdependent collaborators (e.g., engineering, HR, compensation, communications, and other partners) — co-creating the roadmap, prioritizing the backlog, and holding a high bar for delivery quality and speed.

• Navigate a complex web of stakeholders (CHRO, HRBP Leaders, HRBPs, Compensation, Finance, Legal/Works Councils, Employee Relations, L&D) with clarity, candor, and influence — reaching consensus on hard trade-offs without sacrificing the long-term product vision.

• Ensure enterprise launch readiness for each performance and promotions cycle, in partnership with Talent Strategy Partners, including enablement for HRBPs and business leaders, change management, and real-time cycle support.

Team Leadership • Lead and develop a high-performing team of product and program managers, modeling EG Behaviors and raising the bar on product craft, operational rigor, and user empathy.

• Build talent density on the team: hire and develop for product acumen and talent domain expertise, coach relentlessly, and hold a high standard for what "great" looks like at every level.

Experience and Qualifications • Proven ability to operate at the intersection of strategy and execution — you can write a 3-year product vision and then roll up your sleeves to write requirements and review UAT results.

• Demonstrated track record owning and shipping enterprise products or programs at scale in complex global environments — from strategy through delivery through iteration.

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

• (Preferred) 10+ years of progressive experience in talent management, HR product management, or a closely related field in global, complex organizations.

• (Preferred) Deep expertise in performance management philosophy and practice: calibration, rating frameworks, promotion mechanics, feedback design, and underperformance management.

Capabilities • Product leadership: able to define a product vision, build a roadmap, prioritize ruthlessly, and ship high-quality outcomes on a complex platform with cross-functional dependencies.

• 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 data to make complex decisions and influence executive stakeholders. Comfortable with quantitative

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