People Advisory Manager, People for People - job 7 of 11

As a People Advisory Manager at Visa, your main responsibilities include coaching and guiding People Leaders on various talent development strategies, performance management, conflict resolution, and annual compensation reviews. Your role is crucial in driving consistent people management practices and enhancing employee engagement within the organization, all while fostering a culture aligned with Visa’s Leadership Principles.

To thrive as a People Advisory Manager at Visa, candidates should possess strong interpersonal skills and a comprehensive understanding of talent development and employee relations. Experience in coaching leaders, managing performance systems, as well as analyzing and interpreting data to support strategic business decisions is essential. A background in HR or organizational development would be beneficial.

The People Advisory Manager at Visa contributes to employee engagement by coaching People Leaders on effective management practices and supporting initiatives that improve workplace interactions. By prioritizing responsive communication and providing expert guidance on talent development, you will ensure that employees feel valued and supported, ultimately enhancing the overall employee experience.

In the role of People Advisory Manager at Visa, you provide critical support to People Leaders by offering insights into performance management, talent reviews, and conflict resolution. This position acts as a trusted advisor to help navigate workplace dynamics, as well as ensuring compliance with regulatory reporting and processes required in HR.

The work environment for a People Advisory Manager at Visa is collaborative and dynamic, with the opportunity for hybrid working arrangements from Austin or Atlanta. You will engage with cross-functional teams and provide strategic guidance, fostering a supportive culture that prioritizes empathy while driving operational excellence.

When coaching leaders in performance management, it’s important to foster open communication and provide constructive feedback. I believe in working collaboratively to set clear performance expectations and goals, and I encourage regular check-ins to discuss progress. Tailoring your approach to each leader's needs can also enhance their development and effectiveness.

In addressing workplace conflict, I focus on active listening and understanding both sides before mediating a solution. For instance, I once facilitated a discussion between two team members who disagreed on project direction. By guiding them to express their concerns and collaborating on a compromise, we not only resolved the conflict but also strengthened their working relationship.

For effective talent development, I prioritize identifying individual strengths and weaknesses through various evaluations and feedback. I design personalized learning plans, provide mentorship opportunities, and facilitate skill development sessions. Utilizing data to track progress and adapt programs ensures that talent development aligns with organizational needs.

Handling performance reviews involves preparation, transparency, and follow-up. I ensure that all feedback is backed by examples, aiming for a two-way conversation that encourages dialogue rather than just year-end evaluations. I find it's critical for employees to understand the rationale behind the feedback and to set actionable goals moving forward.

To enhance employee experience, I believe in creating an inclusive environment where employees feel supported. This involves regularly soliciting feedback to identify pain points and implementing initiatives that address their needs. Regular engagement activities and open-door policies play a significant role in fostering a positive workplace culture.

Staying updated on HR regulations and compliance requires continual learning. I subscribe to HR publications, attend relevant seminars, and participate in webinars to keep informed about changes. Networking with other professionals in the field also provides valuable insights and resources.

Analytics are crucial in my decision-making process as they provide tangible data to support HR initiatives and strategy. I leverage various metrics related to employee engagement, performance, and retention, allowing me to make informed decisions that enhance operational excellence and drive organizational success.

Balancing a client-centric approach with organizational needs requires clear communication and alignment. It's important to understand the specific needs of the People Leaders while also considering the overarching goals of the organization. Regular discussions help ensure we are meeting immediate needs while also supporting long-term objectives.

Support for diversity and inclusion begins with embedding these principles into all people initiatives. I leverage analytics to identify gaps and tailor programs aimed at promoting diverse talent. Collaborating with various teams to ensure diverse perspectives inform our practices ensures we foster a workplace where everyone feels valued.

An effective People Advisory Manager should possess strong communication skills, emotional intelligence, and a thorough understanding of HR practices. Empathy is vital in building rapport with people leaders and employees alike. Additionally, analytical skills are essential for utilizing data to support effective decision-making and initiatives.