People Advisor, Manager - job 30 of 34

As a People Advisor, Manager at Visa, you'll be accountable for coaching and guiding People Leaders in areas such as individual talent development, performance management, and employee engagement. You'll facilitate effective team management, resolve workplace issues, and provide detailed analytics to drive informed business decisions. Your role is critical for helping to enhance the employee experience and ensuring operational excellence in all areas of accountability.

To become a People Advisor, Manager at Visa, you typically need a strong background in Human Resources or a related field, along with excellent coaching and consultation skills. Previous experience in performance management and conflict resolution is essential. Strong analytical skills to interpret data and provide business insights will also be crucial in this role.

Visa ensures a positive employee experience by empowering People Advisors, Managers to lead with empathy and provide consultative services to People Leaders. By focusing on individual talent development, effective performance management, and proactive conflict resolution, you will directly influence and enhance the overall workplace culture at Visa.

As a People Advisor, Manager at Visa, you'll receive comprehensive training focused on Visa’s Leadership Principles, performance management best practices, and talent development strategies. You'll also engage in workshops and training sessions to sharpen your coaching skills and learn how to interpret data effectively for strategic business decisions.

The People Advisor, Manager role at Visa is a hybrid position, allowing you to work both remotely and in the office. The expectation for in-office days will be confirmed by your hiring manager, providing flexibility while maintaining connection with your team.

In answering this question, provide specific examples of how you’ve successfully coached leaders in previous roles. Highlight the techniques you used and discuss the results achieved, emphasizing any metrics that demonstrate improvement in team management or employee engagement.

When discussing conflict resolution, outline your structured approach to addressing issues, such as listening to all parties involved and mediating discussions. Share a real-life example to illustrate how your approach led to a positive outcome.

Explain that your methods include setting clear performance expectations, regular feedback sessions, and formal reviews. Provide an example of how these practices have led to improved team performance in your previous roles.

Discuss your communication strategies, such as scheduled check-ins, regular updates, and creating open lines of communication. Share how these techniques have built trust and helped you stay aligned with leadership needs.

Mention specific analytics tools you’ve used, along with how you interpret the data to inform business decisions. Give examples of successful outcomes that were driven by your data analysis.

Describe your approach to mediating such disagreements, focusing on active listening and neutrality. Provide an example of how you successfully navigated a similar situation in the past.

Share your understanding of the business's strategic objectives and how you would work with Talent Leaders to ensure that team development efforts directly support those goals, using specific strategies or programs as examples.

Discuss specific engagement initiatives you’ve led or participated in, explaining their impact on employee satisfaction and retention. Use metrics or feedback as supporting evidence of your success.

Explain your commitment to continuous learning. Discuss the resources you use, such as industry publications, webinars, or professional organizations, and how you apply this knowledge in your role.

Incorporate your passion for people development and working in a dynamic environment. Discuss Visa's reputation and your alignment with its values and how you see your skills contributing to its People Team.