People Advisor, Manager - job 8 of 34

As a People Advisor, Manager at Visa, your responsibilities will revolve around coaching and guiding people leaders on various talent development areas, including annual compensation reviews, performance management, and conflict resolution. You'll also be accountable for leveraging data analytics to guide business decisions and ensuring operational excellence while fostering a positive employee experience.

To thrive in the People Advisor, Manager role at Visa, candidates generally need a strong background in HR or people management, a solid understanding of talent development processes, and exceptional coaching skills. Empathy and excellent communication capabilities are also vital to build effective relationships with people leaders.

The People Advisor, Manager plays a crucial role in enhancing employee engagement by coaching people leaders on effective management practices, ensuring that they align with Visa’s Leadership Principles. By guiding leaders through performance management processes and talent development, you actively work to create a positive work environment.

Yes, the People Advisor, Manager position at Visa offers a hybrid working model. This means you will need to spend some days in the office, as confirmed by your hiring manager, while also enjoying the flexibility of remote work.

A successful People Advisor, Manager at Visa should possess strong analytical skills for interpreting data and making informed business decisions, excellent interpersonal and coaching abilities to guide leaders, and a deep understanding of HR policies and practices to ensure compliance and best practices.

When coaching people leaders in performance management, I focus on understanding their specific challenges and providing tailored strategies that foster open communication and constructive feedback. It’s important to guide them on how to set clear expectations and provide ongoing support throughout the year.

I once handled a scenario where two team members had a misunderstanding regarding project responsibilities. I facilitated a mediation session to address their concerns, allowed them to express their viewpoints, and helped them find a common ground, leading to a collaborative resolution.

In my previous roles, I've used tools like Excel, Tableau, and HR analytics software to analyze employee data and performance metrics. These tools have enabled me to provide valuable insights that inform strategic decisions and improve overall team dynamics.

I ensure alignment with Visa's Leadership Principles by integrating those values into the coaching sessions I conduct, reinforcing the importance of empathy, collaboration, and strategic thinking. I also encourage leaders to exemplify these principles in their day-to-day interactions.

To enhance employee engagement, I would implement regular feedback mechanisms, create platforms for open communication, and encourage participation in talent development programs. Recognizing and celebrating team achievements is also crucial for fostering a positive work culture.

I stay informed about changes in HR regulations and policies by subscribing to industry newsletters, participating in HR webinars, and engaging with professional networks. Continuous learning is key in adapting to evolving HR landscapes.

In my previous positions, I was involved in conducting comprehensive annual compensation reviews, analyzing employee performance alongside market trends to ensure equitable pay. Collaboration with stakeholders was essential to align compensation strategies with organizational goals.

In such a situation, I would first seek to understand the leader’s perspective and the reasons for their resistance. By fostering open dialogue and addressing any concerns they may have, I can build trust and encourage them to embrace constructive feedback as a tool for growth.

The key to developing strong leaders lies in providing them with mentorship, ongoing training opportunities, and a safe space to learn from their mistakes. Encouraging a growth mindset and a willingness to listen to their team's feedback is also fundamental.

I measure the success of my initiatives by analyzing employee feedback, engagement survey results, and team performance metrics. These insights help me understand the impact of my strategies and refine them to better meet organizational needs.