Director, Global Compensation
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, Global Compensation
Introduction to the Team
Our Corporate Functions are made up of teams that support Expedia Group, including our Global Finance Org., Traveler and Partner Service Platform, Legal Team, Strategy and Corporate Development Team, and People & Places Org.
The Director, Global Compensation sits within our Total Rewards team in People & Places. In this role, you will help shape how Expedia Group designs and delivers compensation programs globally, partnering with senior leaders and cross-functional stakeholders to ensure our programs are clear, consistent, competitive, and aligned with business priorities.
Based in Seattle, this role follows our flexible work model and requires a minimum of three in-office days per week.
In this role, you will:
Lead global core compensation programs with end-to-end ownership, including annual compensation review cycles and off-cycle salary actions.
Serve as an expert consultant for assigned businesses to support business partners and leaders of the business unit on compensation-related talent matters.
Design, implement, communicate, and administer compensation programs that support enterprise priorities and create a consistent employee experience.
Serve as a trusted compensation advisor to business leaders, HR partners, Talent Acquisition, Mobility, and other stakeholders on compensation-related talent decisions.
Conduct detailed market and internal analysis to assess pay practices, support pay range review, regulatory compliance/reporting/documentation and strengthen alignment to business needs and external trends.
Guide business partners and leaders through large-scale compensation events, providing clarity, operational excellence, and strong change management.
Recommend solutions within the Total Rewards framework for compensation needs such as new hire offers, internal transfers, promotions, international mobility, retention moves, and off-cycle cash, salary, or equity awards.
Monitor internal and external compensation trends, translate insights into action, and proactively influence both short- and long-term decision making.
Experience and qualifications:
10+ years of relevant and progressively responsible compensation experience.
Demonstrated success leading and implementing large-scale compensation programs in complex, global organizations.
Strong analytical capability, including the ability to independently lead advanced compensation analysis in Excel.
Strong executive presence with excellent presentation skills and sound business judgment.
Demonstrated success independently driving initiatives with broad scope and complexity across a business unit or enterprise environment.
Advanced ability to build rapport and trust with client groups and positively influence decisions at senior leadership levels.
Excellent understanding of business needs and how to apply compensation expertise to meet those needs with flexibility and adaptability.
Preferred qualifications:
Experience supporting global compensation programs across multiple geographies and regulatory environments.
Experience balancing strategic program leadership with hands-on advisory support for business-as-usual compensation matters.
Experience working across cross-functional stakeholder groups in a matrixed environment.
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.
Benefits and perks
Expedia Group offers benefits and perks designed to support employees and their families, including medical, dental, and vision coverage, paid time off, an Employee Assistance Program, wellness and travel reimbursement, travel discounts, and International Airlines Travel Agent Network (IATAN) membership. Learn more about life at Expedia Group at https://careers.expediagroup.com/life.
Accommodation requests
Expedia Group is committed to providing an inclusive and accessible recruiting experience. If you need an accommodation or adjustment due to a disability during the application or recruiting process, please submit a request at https://expedia.service-now.com/askeg?id=job_accommodation.
About Expedia Group
Expedia Group includes three flagship consumer brands - Expedia, Hotels.com, and Vrbo - along with a leading B2B travel business and travel advertising offerings. Across our brands and business, we help travelers explore the world with confidence and ease.
Important notice
Employment opportunities and job offers at Expedia Group will always come from Expedia Group's Talent Acquisition and hiring teams. Never share sensitive personal information unless you are confident of the recipient. Expedia Group does not extend job offers via email or messaging tools to individuals with whom we have not made prior contact. Our email domain is @expediagroup.com. The official place to find and apply for roles is https://careers.expediagroup.com/jobs/.
Equal Opportunity
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, veteran status, or any other characteristic protected by law. 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.