People Advisor, Manager - job 5 of 34

The People Advisor, Manager at Visa is responsible for a variety of key functions, including coaching People Leaders on talent development, performance management, and conflict resolution. They also drive initiatives that enhance employee engagement and support annual compensation reviews while providing analytical support to inform business decisions. This role is pivotal in ensuring efficient team management and enhancing the overall experience for employees and leaders alike.

To be considered for the People Advisor, Manager role at Visa, candidates typically need a degree in Human Resources, Business Administration, or a related field, along with several years of experience in HR leadership or advisory roles. Strong communication skills, a client-centric mindset, and the ability to drive data-informed decisions are crucial qualifications that align with Visa’s leadership principles.

The People Advisor, Manager plays a critical role in enhancing employee experience at Visa by providing consultative services that directly support People Leaders in addressing workplace matters. By coaching leaders on initiatives like performance management and conflict resolution, they ensure that teams are effectively managed, leading to a more positive and productive workplace environment.

A typical day for a People Advisor, Manager at Visa involves a mix of coaching sessions with People Leaders, responding to inquiries related to HR policies, and analyzing data to support informed decision-making. Additionally, you may collaborate with various Centers of Excellence to implement best practices and design people initiatives that align with corporate objectives while addressing the unique needs of your client groups.

The People Advisor, Manager position at Visa is a hybrid role, which means you’ll have the flexibility to work both remotely and in the office. The expectation for in-office days will be confirmed by your hiring manager, allowing you to balance team collaboration with the comfort of remote work.

As a People Advisor, it's important to adopt a collaborative and empathetic coaching style. I like to begin by understanding the individual needs of the People Leaders I work with, allowing me to tailor my guidance effectively. I believe in empowering leaders through open dialogue, providing actionable feedback, and sharing best practices that align with the company’s goals.

My approach to conflict resolution starts with listening to all parties involved to fully understand the issue at hand. I emphasize open communication and work with the leaders to identify solutions that address the root of the conflict while aligning with organizational values. It's about fostering a culture of collaboration and trust where all voices are heard.

To improve employee engagement, I focus on regular feedback cycles, recognizing and celebrating achievements, and fostering an inclusive workplace culture. I also work closely with leaders to ensure that engagement initiatives are aligned with employee needs and organizational goals, using data analytics to measure success and areas for improvement.

I stay updated with HR best practices by actively participating in professional networks, attending workshops and seminars, and following industry publications. Continuous learning is crucial in HR, and I believe in utilizing a variety of resources, including webinars, podcasts, and online courses, to keep my knowledge current and relevant.

In my previous roles, I have worked extensively with talent management systems to streamline processes for performance reviews, talent development, and succession planning. Familiarity with data-driven decision making allows me to leverage these systems effectively, ensuring that they meet the strategic needs of the organization.

During a previous role, I was tasked with implementing a new performance management system. I handled it by first conducting a thorough assessment to gather feedback from stakeholders. Then, I created a well-structured communication strategy to ensure all employees understood the changes and the benefits involved. Feedback loops were established to allow continuous improvement based on user experience.

Balancing the needs of business leaders with employee advocacy requires strong communication skills and a deep understanding of both perspectives. I work to foster an environment where feedback from both sides is valued, ensuring that decisions made are fair, equitable, and aligned with the company’s mission while addressing employee concerns.

To develop a coaching plan for new People Leaders, I start with assessing their current skills and identifying areas for growth. The plan would include a mix of one-on-one coaching sessions, structured training modules focusing on key areas like conflict resolution and team dynamics, and opportunities for peer mentoring. Regular follow-ups and adjustments can help ensure the plan is effective.

When evaluating HR effectiveness, I consider a range of metrics including employee turnover rates, engagement scores, performance metrics, and feedback from employee surveys. By analyzing these metrics, I can identify trends over time and assess how well the HR initiatives are supporting the organization’s objectives.

Ensuring diversity and inclusion in HR practices requires a proactive approach. I advocate for diverse hiring practices, regular training on unconscious bias, and creating a culture that values inclusivity. Additionally, I work with teams to set measurable goals for diversity and continuously assess and refine our practices to enhance inclusivity across all levels of the organization.