Senior Manager, Traveler Compensation Strategy

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.

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 Senior Manager, Traveler Compensation Strategy role sits within the Traveler and Partner Service Platform and partners across Operations, brands, analytics, finance, legal, product, and technology to improve traveler outcomes and business performance.

Make an impact!

As an individual contributor, you will define and drive traveler compensation strategy across refunds, goodwill offers, credits, points, and related treatments. You will turn policy and data into scalable self-service and agent-facing solutions, strengthen recovery outcomes, improve operational efficiency, and deliver measurable financial impact.

In this role, you will:

• Lead traveler compensation strategy and initiatives in close partnership with Operations and brands, creating clarity on priorities, outcomes, and execution.

• Own traveler compensation policies and strategy across refunds, goodwill offers, credits, points, and related treatments, balancing traveler outcomes with business value.

• Serve as the primary strategic partner for compensation strategy, aligning recommendations, governance, and execution with Operations, brands, analytics, finance, legal, product, and technology partners.

• Own return-on-investment analysis and ongoing monitoring for major compensation spend and loss management initiatives, translating data into recommendations for senior leaders.

• Partner with Product and Technology to integrate compensation treatments into self-service and agent tools, translating policy and strategy into scalable experiences and clear requirements.

• Maintain and publish a compensation and loss management scorecard covering loss, recovery, customer experience, agent performance, spend, and return on investment; and provide program management for key initiatives through roadmaps, dependencies, milestones, and risk management.

Experience and Qualifications

• You have 8+ years of experience in strategy, customer operations, finance, consulting, loss management, or a related field.

• You have experience leading complex, cross-functional work and influencing partners across Operations, brands, finance, legal, product, and technology.

• You have led complex, cross-functional programs from strategy through implementation, including planning, governance, risk management, and measurable outcomes.

• You are comfortable analyzing financial, operational, customer experience, and workforce metrics, including spend and return on investment.

• You build trust with senior stakeholders and communicate complex ideas clearly in writing and presentations, using sound judgment and thoughtful influence.

• Preferred: You have experience in contact center operations, e-commerce, travel, or a comparable customer-facing environment, along with experience applying data and artificial intelligence to improve decisions, workflows, or customer experiences.

The total cash range for this position in Seattle is $146,000.00 to $204,500.00. Employees in this role have the potential to increase their pay up to $233,500.00, 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.

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 .

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 .

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 .

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.