People Advisor, Manager - job 22 of 34

As a People Advisor, Manager at Visa, you’ll be making a significant impact by coaching and guiding leaders on various aspects of talent development, performance management, and conflict resolution. It’s your role to ensure our people leaders are equipped with the tools and confidence necessary to foster a positive workplace culture while driving employee engagement and satisfaction.

To excel as a People Advisor, Manager at Visa, you should possess strong interpersonal and analytical skills, ideally backed by experience in human resources or a related field. A solid understanding of performance management and employee engagement principles is essential, along with a client-centric mindset that emphasizes empathy and effective communication.

The People Advisor, Manager plays a pivotal role in evolving Visa’s People Team by providing consultative support to leaders on critical HR initiatives. Your expertise in areas like talent management and performance analytics will help streamline operations and elevate the employee experience, ultimately contributing to the broader transformation strategy.

At Visa, we prioritize the growth and development of our people. As a People Advisor, Manager, you can expect ongoing training sessions and professional development opportunities designed to enhance your skills in coaching, analytics, and HR best practices, ensuring you remain at the forefront of industry trends.

The People Advisor, Manager role at Visa is structured as a hybrid position, allowing for a mix of remote work and in-office days. The specific expectation for in-office attendance will be confirmed by your hiring manager, promoting work-life balance while fostering collaboration with your team.

When coaching leaders on performance management, I emphasize the importance of open communication and regular feedback. I encourage leaders to create a supportive environment where employees feel valued and motivated to discuss performance goals, ultimately leading to better outcomes and employee satisfaction.

Resolved a workplace conflict by facilitating a one-on-one conversation between the parties involved. I guided them to express their concerns constructively, leading to a mutually agreeable solution that restored professional relationships and improved team dynamics.

To enhance employee engagement, I would implement regular pulse surveys to gauge employee sentiment and use the feedback to inform our initiatives. Additionally, recognizing and rewarding employee contributions is key to fostering a motivated workforce.

I consider metrics such as employee satisfaction scores, turnover rates, and performance review outcomes to be essential. Analyzing these metrics helps identify trends, address issues, and improve overall organizational health.

I ensure team leaders align with the organization's Leadership Principles by providing ongoing training and a framework for performance evaluation that emphasizes these principles. Regular discussions and feedback sessions help reinforce their application in daily practices.

To address performance issues, I would first conduct a thorough assessment of the situation, involving direct conversations with the employees concerned. Setting clear expectations and providing additional support for improvement is crucial, along with regular follow-ups to track progress.

Maintaining objectivity is key when dealing with sensitive issues. I focus on the facts, actively listen to all parties involved, and ensure my recommendations are based on policies and best practices to provide fair and unbiased support.

I successfully influenced a business decision by presenting data-driven insights from employee feedback that highlighted a specific problem area. My analysis led the team to implement changes that improved overall morale and productivity.

In annual talent management reviews, I prioritize a comprehensive evaluation that combines performance data, peer feedback, and self-assessments. This holistic approach ensures that discussions are well-rounded and facilitate informed decisions about talent development and succession planning.

Empathy is the most important quality for a People Advisor. Understanding the unique challenges that employees and leaders face fosters trust and supports effective coaching, making it easier to implement meaningful changes that benefit the entire organization.