Expedia, Inc. is seeking a talented Principal, Executive Recruiting, Americas with exceptional relationship and assessment skills to join Expedia's in-house executive recruiting team.
This is a challenging, high impact role with a leading global ecommerce organization and the world’s leading Travel Company.
The recruiting culture is fast-paced, the talent-bar is high, and the executives are deeply involved and committed to partnering with executive recruiting to hire the very best talent. Our future success depends on recruiting more world class leaders to our team; recruiting these leaders requires the best executive recruiting talent.
Ideal Experience:
15+ years’ experience in search business, recruiting, human resources or equivalent
Bachelor’s degree; Advanced degree a plus
Experience in a fast paced matrix environment
Ability to influence hiring managers’ talent decisions by providing value-added recruiting-related advice
Ability to comprehensively understand the organization’s talent strategy and how it connects to the business strategy
Capacity to anticipate future talent needs of the organization and build a steady stream of prospective talent
Exceptional executive sourcing, assessing, closing and account management skills
Deep knowledge of the labor market(s) and talent pools
Understand organizational business model, operations, financial goals, and competitive position
Exceptional networking and candidate engagement skills
Strong facility with Applicant Tracking Systems or Hiring Management Systems
Strong computer and analytical skills; proficient with excel and PowerPoint
Key Responsibilities:
Consulting with executive leadership on their most complex executive hiring needs in accordance lead the development of the search strategy & position specification. This includes senior business leader interface as well as direct interaction with senior HR partners; as well as managing relationships with partners within our external retained search providers as well. Providing deep insights on the external leadership talent market to develop a strong executive search strategy for key roles globally.
Embedding in the businesses Executive Talent Management processes which allow us to form a better view on the key business capabilities (Executive roles) where we need to build depth; before establishing ‘opportunistic’ (multi-year) external talent flows against these.
Work closely with human resource leadership team and other key partners to assess talent supply internally and externally, define critical gaps, and develop sourcing strategies to close those gaps. Over the next 12 months we expect to build programmatic capabilities on the executive search team focused on internal talent mobility/hiring with the Principal Executive Recruiter playing a pivotal role as we architect, build and enhance the performance of the internals process. Significant visibility, including to travel leadership team level, is expected to come with this work.
Design and develop in partnership with our executive research team to enable proactive leadership pipelining that supports our gender balance and internal talent market initiatives.
Ensure we hire a diverse and inclusive workforce in-line with our values and culture. This individual will be passionate about diversity of perspectives and dedicated to advancing the conversation about how to best cultivate and attract diverse leaders. Shape how we as an organization can continue to take measures to improve gender diversity in technology and leadership.
Craft industry and company target lists as well as the identification of potential candidates and sources. Manage the end-end search process, driving the partnership through to success. Identify and contact highly visible executive-level prospects and knowledgeable industry sources to develop a long list of candidates, driving conversion to strong short-list.
Partner with the Senior Director, Executive Recruiting as well as key stakeholders across HR, the Expedia business and external consulting firms to develop an enhanced assessment methodology, driving integration of this throughout the executive search process. Key focus is increasing quality of hire and informing new executive on-boarding plans.
Consulting with senior executives within the Expedia business to recommend qualified and interested candidates to the hiring manager/team.
Develop and manage effective communication frameworks to include weekly progress report meetings with clients on all active searches. Effectively leverage and continue to build out enhanced functionality in our recruiting candidate relationship management tool Invenias for reporting and data analytics, bringing deep insights and analysis around trends where appropriate.
Conduct thorough, interrogative references and expert knowledge of executive compensation. Leverage a deep understanding of internal compensation levers as well as external market data to evaluate and design executive package offers in partnership with the Executive Compensation team.
Act as a proxy for the Senior Director, Executive Recruiting on key matters related to the function where appropriate. Lead strategic, cross-group initiatives within HR to ensure continuous improvement, strategic ties to Talent Management, on-boarding and increased quality of hire.
Critical Competencies for Success:
Passion for Results: Drive high standards for individual, team, and organizational accomplishment; tenaciously work to meet or exceed challenging goals; derive satisfaction from goal achievement and continuous improvement.
Compelling Communication and Influence Skills: Clearly and succinctly convey information and ideas to individuals and groups; communicate in a focused and compelling way that captures and holds others’ attention. Create and execute influencing strategies that persuade key stakeholders to take action towards advancing shared interests and business goals.
Analytical Skills: Secure and compare information from multiple sources to identify core issues; commit to an action plan after weighing alternative solutions against decision criteria; proactively and quickly make sense of complex issues; responding effectively to complex and ambiguous situations.
Business Acumen: Demonstrate a keen understanding of basic business operations and the organizational levers (systems, processes, departments, functions) that drive profitable growth; draws from personal experience to quickly evaluate business plans and processes to identify data or recommendations that need further investigation.
Build and Maintain High Performing Organizations: Establish systems and processes to attract, develop, engage, and retain talented individuals; creating a work environment where people can realize their full potential; thus, allowing the organization to meet current and future business challenges.
Our Cultural Norms:
We Believe in Being Different: We seek new ideas, different ways of thinking, diverse backgrounds and approaches, because averages can lie and sameness is dangerous. Because of this belief, our norms aren’t rules or universal at all corners of our company. But they are important to our identity and how we work together. Like our company, these norms will evolve.
We Lead Humbly: Our leaders serve their teams. None of us has all of the answers, but we are curious and we are always looking to learn. Though our leaders take their responsibilities to our business and their teams incredibly seriously, they never take themselves too seriously.
We are Transparent: We communicate openly and honestly, at all levels, upwards, sideways and downwards. We surface difficult issues quickly, we act, we learn.
We Organize for Speed: We seek to gather data as fast as possible, and move. Speed allows us to make mistakes and constantly improve.
We Believe in the Scientific Method: Everyone’s ideas are equal in the face of hard data. We use data to guide but not define our actions.
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