Expedia Group brands power global travel for everyone, everywhere. We design cutting-edge tech to make travel smoother and more memorable, and we create groundbreaking solutions for our partners. Our diverse, vibrant, and welcoming community is essential in driving our success.

Why Join Us?

To shape the future of travel, people must come first. Guided by our Values and Leadership Agreements, we foster an open culture where everyone belongs, differences are celebrated and know that when one of us wins, we all win.

We provide a full benefits package, including exciting travel perks, generous time-off, parental leave, a global hybrid work setup (with some pretty cool offices), and career development resources, all to fuel our employees' passion for travel and ensure a rewarding career journey. We’re building a more open world. Join us.

The Director, Compensation Business Partner influences, advises, and leads the implementation, communication, change management, and administration of global compensation programs to support the achievement of organizational objectives, consistently, and transparently. This is achieved by leveraging compensation expertise, knowledge of business objectives, and collaborating effectively with business partners and business leaders across the business units that they support.

In this role, you will:

• Serve as an expert consultant for assigned business to support Business Partners and Business Leaders of the business unit on compensation-related talent matters.
• Complete detailed analysis with the help of compensation support staff to design and development of compensation programs to better align enterprise-wide compensation structures with current industry trends and business needs.
• Work on implementation of compensation programs and projects; program areas may include job evaluation, market pricing, base pay, incentives, and regulatory compliance/ reporting/ documentation for the assigned business units.
• Act as compensation program and content expert in guiding business partners and Business Leaders through large-scale compensation events, and ensure clarity, operational excellence, and role expectations of rollout plans, e.g. YIR, MYR
• Propose solutions within the Total Rewards framework for ad hoc and BAU comp research, guidance, and deliverables to stakeholders including Business Partners, Geo HR, Talent Acquisition, Mobility, etc., and align on the scope and timeliness of such asks. Examples include but are not limited to New hire offers, Internal transfers, international mobility, promotions, retention moves, and any off-cycle cash/salary/equity awards.
• Regularly analyze comp external and internal trends and both educate and convey proactive “so what and what’s next” potential short and long-term actions, and doing so as subject matter experts for the specific function and/or business unit area that they’re assigned to
• Acts as a global product owner with end-to-end ownership of a Core Compensation Program like job architecture, pay parity, annual compensation review, and off-cycle increases and lead the design, implementation, communication, change management, and administration of that program.

Experience and qualifications:

• 10+ years of relevant and progressively more responsible experience, including 10+ years of compensation experience.
• Demonstrated success in communicating & implementing large-scale compensation programs.
• Strong executive presence with excellent presentation skills and business acumen.
• Demonstrated success in independently driving forward initiatives of broad scope & complexity (e.g. Global and/or Business unit-wide).
• Advanced ability to build rapport and trust with client groups to positively influence decisions and actions at the highest levels of senior leadership.
• Excellent understanding of business needs and how to leverage compensation expertise to meet those needs while demonstrating flexibility and adaptability.
• Analytical capability with an independent ability to manage analysis on advanced excel.

The total cash range for this position in Seattle is $196,000.00 to $274,500.00. Employees in this role have the potential to increase their pay up to $313,500.00, which is the top of the range, based on ongoing, demonstrated, and sustained performance in the role.

Starting pay for this role will vary based on multiple factors, including location, available budget, and an individual’s knowledge, skills, and experience. Pay ranges may be modified in the future.

Accommodation requests

If you need assistance with any part of the application or recruiting process due to a disability, or other physical or mental health conditions, please reach out to our Recruiting Accommodations Team through the Accommodation Request.

We are proud to be named as a Best Place to Work on Glassdoor in 2024 and be recognized for award-winning culture by organizations like Forbes, TIME, Disability:IN, and others.

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™. © 2024 Expedia, Inc. All rights reserved. Trademarks and logos are the property of their respective owners. CST: 2029030-50

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 with 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.