People Advisor, Manager - job 27 of 34

As a People Advisor, Manager at Visa, your primary responsibilities include providing consultative and advisory services to People Leaders, coaching on talent development, managing performance reviews, and facilitating conflict resolution. You'll also analyze data to support informed business decisions while ensuring operational excellence in reporting and data management.

Candidates for the People Advisor, Manager position at Visa should have a solid HR background, experience in coaching and developing leaders, and a strong understanding of performance management and employee engagement practices. A focus on data-driven decision-making is also essential, along with excellent interpersonal skills.

In the People Advisor, Manager role at Visa, you contribute to employee engagement by advising People Leaders on best practices in talent management and performance reviews. Your empathetic approach helps ensure that workplace issues are addressed effectively, fostering a positive and productive environment.

A typical workday for a People Advisor, Manager at Visa involves collaborating with People Leaders, reviewing and analyzing employee data, conducting coaching sessions, and responding to inquiries related to people-related services. You'll also partner with Centers of Excellence to design initiatives that enhance the employee experience.

The People Advisor, Manager position at Visa is a hybrid role. While you will enjoy the flexibility of remote work, specific in-office days will be confirmed by your hiring manager to ensure effective collaboration and support within the team.

Effective conflict resolution begins with active listening and understanding the perspectives of all parties involved. As a People Advisor, Manager, I would assess the situation, facilitate open communication, and guide the parties towards a mutually beneficial resolution while maintaining a focus on the company's core values.

In my previous role, I helped a manager struggling with performance reviews by creating a structured process for setting clear expectations and providing constructive feedback. By conducting role-playing scenarios, we practiced delivering feedback effectively, which resulted in improved manager-employee relationships and enhanced team performance.

Key metrics for assessing employee engagement include employee satisfaction scores, retention rates, performance data, and participation in feedback programs. I would analyze this data, look for trends, and leverage it to provide recommendations that foster a more engaging work culture.

I believe in a personalized approach to talent development. By understanding each employee's strengths and career aspirations, I can help identify relevant training opportunities and create tailored developmental plans that encourage growth and align with the company's objectives.

For effective annual compensation reviews, I utilize market data and internal performance metrics to ensure equitable compensation practices. I also facilitate discussions with People Leaders on making informed recommendations that uphold both employee satisfaction and organizational budgetary constraints.

Ensuring data accuracy in HR reporting involves implementing rigorous data validation checks and regularly updating our systems. I also work closely with various departments to ensure that the information is collected systematically and can be analyzed effectively to inform decision-making.

I envision my role as a supportive catalyst for change, where I equip People Leaders with the tools and resources needed to succeed. By fostering communication channels and creating tailored training programs, I aim to enhance their effectiveness and improve employee relations.

To design a People initiative aimed at boosting engagement, I would start with targeted surveys to identify pain points and areas for improvement. Based on the feedback, I would collaborate with stakeholders to create tailored programs that address employee needs and promote a positive workplace culture.

In a previous role, I developed a leadership program that included mentorship, workshops, and assessment tools. This holistic approach not only equipped leaders with essential skills but also fostered a sense of community among participants, significantly enhancing their engagement levels.

Key attributes of a successful People Advisor, Manager include strong communication skills, empathy, analytical thinking, and a deep understanding of HR practices. An ability to build relationships and influence others is also crucial in supporting leadership and enhancing organizational culture.