Expedia Group

Expedia Group

Senior Director, Organizational Effectiveness

Washington - Seattle Campus, USA · Director

Sponsorship not specified$296k-$415kDetected 1 day ago
Machine LearningProduct ManagementProduct StrategyRecruitingHRISCompensationLeadership

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odds of building a lasting career here

64Sponsors, lottery-bound
Cap-exempt (no lottery)0
Sponsors this role100
Entry-level history0
PERM / green-card track0
Lottery odds (Level IV)94
Fits your clock70

Sponsors, but it's cap-subject — you still face the weighted lottery (~61% per draw at Level IV). Good if you win; have a cap-exempt backup on your list.

Lottery odds assume a STEM candidate.

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Employer immigration record

from this employer's Department of Labor filings

Green-card filing pattern in this occupation

Context, not a finding about this posting: of this employer's 92 green-card filings in this occupation, 100% were for a worker who already held the job.

Green-card intent detected

Expedia, Inc. obtained a prevailing wage determination for Software Developers in Austin, TEXAS on 2026-06-17. No matching green-card filing appears in our data yet. The determination expires in 9 days (2026-09-14), and a green-card filing must follow before then or the employer starts over.

Green-card follow-through: 75%

Of 16 labor certifications old enough to have been used, 4 expired without the employer filing the next step. Median time from filing to decision: 451 days.100% of their filings were for a worker who already held the job.Only certifications past the 180-day window are counted — recent ones cannot have expired yet.

Files H-1B transfers

83 transfer filings in the last year, covering 83 workers. Median labor-condition decision: 7 days. An employer that already files transfers is one that can take over an existing H-1B.

Sourced from Department of Labor LCA, PERM and prevailing-wage disclosure data. Employer matching is by name, so figures may be split across an employer's legal entities. Absence of a filing means none appears in our copy of the data, not that none exists.

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About the role

  • Here, you'll do meaningful work that helps millions of people discover, book, and experience travel with more ease, confidence, and joy.
  • This is not a traditional OD consulting role.
  • The decisions leaders make about how to structure their organizations - who reports to whom, how work is divided, what roles exist and at what level - are among the highest-leverage talent decisions a company makes.

Responsibilities

  • Define and maintain the governance model for role profiles - establishing decision rights, version control, and proactive audit mechanisms so that profiles reflect current business needs rather than sitting static on a shelf.
  • Develop and govern the org design playbook - scalable guidance for leaders navigating structural decisions, including spans and layers, governance design, and role clarity - so that expertise is embedded in a product, not locked in a consultant.
  • Drive AI-native product development by design, not as an additional feature - integrating intelligent org modeling, automated role profile governance, and predictive structural insights into EG's org effectiveness platform in close partnership with People Tech and People Analytics.
  • Lead a diverse cross-functional coalition of interdependent collaborators (e.g., engineering, Compensation, Finance, TA, and HRBP partners) - co-creating the roadmap, prioritizing the backlog, and holding a high bar for delivery quality and speed.
  • Experience partnering with technology teams (engineering, product, or HRIS platforms) to build and improve HR or org effectiveness technology products.

Skills

  • Join us and build for travelers everywhere.
  • Senior Director, Organizational Effectiveness
  • Yet most organizations treat these as one-time consulting engagements rather than ongoing product capabilities.

Compensation

  • Partner with Compensation to ensure talent architecture decisions are grounded in market data and aligned with total rewards strategy, while maintaining clear boundaries on decision rights between teams.

Benefits

  • Partner with Compensation to ensure talent architecture decisions are grounded in market data and aligned with total rewards strategy, while maintaining clear boundaries on decision rights between teams.
  • Proven ability to operate at the intersection of strategy and execution - you can define a multi-year org architecture vision and then roll up your sleeves to write the governance framework and review the data model.

Company info

  • At Expedia Group, we help travelers explore the world, one journey at a time.

Equal opportunity

  • Expedia is committed to creating an inclusive work environment with a diverse workforce.
  • 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.
  • 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.

Visa & Work Authorization

  • 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.
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This listing is sourced directly from Expedia Group's careers page and normalized into a canonical job model.