People Advisory Manager, People for People - job 6 of 11

The main responsibilities of the People Advisory Manager at Visa include coaching and guiding people leaders on various talent development strategies, managing annual compensation reviews, and enhancing employee engagement programs. Additionally, this role involves facilitating conflict resolution, supporting performance management, and ensuring that leaders align with Visa's Leadership Principles.

Candidates for the People Advisory Manager position at Visa should have a strong background in human resources, leadership coaching, and employee engagement strategies. A degree in Human Resources or a related field, coupled with experience in similar advisory roles, is highly beneficial. Excellent communication and analytical skills are essential for interpreting data and providing meaningful insights.

The People Advisory Manager plays a critical role in supporting Visa's people agenda by ensuring that people leaders receive the guidance they need to excel in their roles. This contribution includes driving initiatives that enhance employee experience, resolving workplace issues, and fostering a culture of strong leadership that aligns with the company's values.

The People Advisory Manager at Visa utilizes various data analytics to drive informed business decisions. This may include analyzing employee engagement metrics, performance data, and feedback from talent management reviews to identify trends and implement strategies that improve team dynamics and overall workplace culture.

The People Advisory Manager position at Visa is hybrid, which means you'll be expected to work a combination of in-office and remote days. The specific expectation for days in the office will be confirmed by your hiring manager, providing you with the flexibility to balance your work environment.

When coaching people leaders in performance management, I focus on understanding their unique challenges and providing tailored advice. I emphasize open communication and regular feedback, which helps leaders build strong relationships with their teams and ensures alignment with company goals.

Absolutely! In a previous role, I facilitated a discussion between two team members who had differing opinions on a project. By creating a safe environment for dialogue, I guided them through identifying their common goals, which resulted in a collaborative solution and improved their working relationship.

To enhance employee engagement, I believe in actively soliciting feedback and implementing changes based on that input. I also promote opportunities for professional development, recognize individual achievements, and foster a sense of belonging within the team.

Staying informed about HR regulations requires a proactive approach. I regularly attend workshops, subscribe to HR journals, and participate in professional networks to keep up with industry changes and best practices, ensuring that I’m fully equipped to support compliance.

In such a situation, I would first meet with the team leader privately to discuss the observed behaviors. I would aim to understand their perspective, remind them of the relevant policies, and collaboratively identify ways to support their adherence moving forward.

I have led multiple performance review processes, focusing on creating clear criteria for evaluation and ensuring that feedback is constructive and actionable. My goal is to foster an open environment where employees feel valued and motivated to improve.

Interpreting data involves analyzing trends and patterns. I use data visualization tools to identify key insights related to employee performance and engagement, then collaborate with stakeholders to devise strategies that address any identified issues.

Promoting Visa's Leadership Principles involves integrating them into everyday conversations and practices. I lead by example, provide training on these principles, and encourage leaders to share success stories that embody these values, creating a shared mission.

During talent management reviews, I utilize a structured framework that includes one-on-one coaching sessions, feedback analysis, and goal setting. This structured approach helps leaders identify high-potential talent and develop strategies for their progression.

Employee engagement is crucial because it drives productivity, reduces turnover, and enhances overall company culture. Engaged employees are more likely to contribute positively to team dynamics and achieve business objectives, making it a vital focus for any organization.