People Advisory Manager, People for People - job 10 of 11

As a People Advisory Manager at Visa, your primary responsibilities include coaching and guiding People Leaders on talent development and performance management, overseeing annual compensation reviews, and resolving workplace conflicts. Your role focuses on enhancing employee engagement and ensuring adherence to Visa’s policies while providing detailed analytics for informed decision-making.

To be considered for the People Advisory Manager position at Visa, candidates typically need a strong background in human resources or organizational development, with a key focus on talent management and employee relations. Relevant experience in coaching and advising leaders, along with a strong understanding of people-related policies, is essential. An ability to navigate complex interpersonal situations with empathy is also crucial.

The People Advisory Manager at Visa enhances the employee experience by ensuring that People Leaders are well-equipped with the skills and knowledge to support their teams effectively. By guiding them through performance management processes and cultivating a culture of open communication and conflict resolution, the manager plays a pivotal role in creating a supportive workplace environment that values employee contributions and growth.

Success as a People Advisory Manager at Visa hinges on a combination of interpersonal skills, analytical ability, and a deep understanding of HR practices. Strong communication, empathy, and coaching abilities are crucial for guiding People Leaders, while analytical skills help in interpreting data to inform business decisions. Being a collaborative partner to various stakeholders also requires adaptability and solution-focused thinking.

The work environment for a People Advisory Manager at Visa in Austin is dynamic and collaborative. As part of a hybrid work model, you’ll enjoy a balance between remote work and in-office collaboration, fostering connections with colleagues across different teams. Visa’s culture promotes inclusivity and growth, providing the space for you to champion people strategies that drive employee engagement and organizational success.

When coaching a People Leader on performance management difficulties, it’s essential to first assess their existing approach and identify specific challenges they face. I would emphasize active listening to understand their perspective and then provide tailored strategies and tools that align with Visa’s Leadership Principles, ensuring they feel supported and empowered in their role.

Certainly! In my previous role, I gathered and analyzed employee engagement data to identify trends and areas for improvement. After presenting my findings, I collaborated with my leadership team to implement initiatives that addressed identified concerns, ultimately driving a measurable increase in employee satisfaction over the following quarters.

To resolve workplace conflicts, I would employ a conflict resolution strategy that includes open dialogue and active listening to understand each party’s perspective. Facilitating a neutral space for discussion encourages transparency and collaboration, and I'd guide the parties involved towards a solution that aligns with both organizational values and individual needs.

To ensure consistency in applying HR policies, I prioritize clear communication and training for all People Leaders on policy nuances. Regular check-ins and feedback loops help to address any questions or discrepancies in application, fostering a unified approach across teams while also adapting to individual team dynamics.

I have successfully designed and implemented various talent development programs that emphasize personalized growth plans for employees. By assessing individual strengths and areas for improvement, I tailor development initiatives that align with organizational goals while also supporting the career aspirations of team members.

In a previous position, I faced a challenging decision regarding a team member’s performance issues. After thorough evaluation and multiple coaching sessions, I determined that a role change was necessary for both the employee’s growth and team dynamics. I communicated this decision transparently, ensuring they had support throughout the transition.

Effectiveness of people initiatives is measured through KPIs such as employee engagement scores, retention rates, and feedback collected through surveys and focus groups. By utilizing both qualitative and quantitative measures, I can adjust programs as needed to ensure they continue to meet the evolving needs of our workforce.

Empathy is at the core of effective people management. It allows leaders to understand their team members’ perspectives, fostering trust and open communication. When leaders approach situations with empathy, they can create supportive environments that not only enhance employee satisfaction but also drive overall team performance.

In such situations, I would invite the People Leader for an open conversation to discuss their concerns and the rationale behind my advice. Listening actively to their viewpoint helps in finding common ground, and collaborating to develop a solution that respects their perspective while still aligning with best practices and organizational goals is key.

The most important quality for a People Advisory Manager at Visa is the ability to lead with empathy. This quality shapes every interaction you have with People Leaders and employees, fostering a culture of trust and mutual respect, which is essential for successful people management and organizational growth.