People Advisory Manager, People for People - job 4 of 11

As a People Advisory Manager at Visa, your primary responsibilities include coaching and guiding People Leaders on crucial areas such as talent development, performance management, and conflict resolution. You'll be involved in annual compensation reviews, employee engagement initiatives, and the talent management review process. Your consultative approach will support leaders throughout the bi-annual promotion cycle and help foster a collaborative workplace culture.

For the People Advisory Manager role at Visa, ideal candidates typically possess a strong background in Human Resources or People Management, along with relevant experience in advisory or consultative roles. A deep understanding of performance management, talent development, and employee engagement strategies is essential. Exceptional communication and interpersonal skills, coupled with a client-centric mindset, are crucial for success in this position.

The People Advisory Manager at Visa significantly influences employee experience by ensuring that People Leaders are equipped to create a supportive and empathetic work environment. Through coaching, training, and conflict resolution, you help cultivate strong leadership skills that contribute to a positive workplace culture. The role also emphasizes data interpretation and analytics, leading to informed decisions that enhance overall employee satisfaction.

In the People Advisory Manager role at Visa, you will engage with various types of analytics that relate directly to talent management and employee engagement. This includes analyzing performance data, compensation trends, and overall employee engagement metrics. The insights derived from this data will aid in driving informed business decisions and enhancing the effectiveness of People initiatives, ultimately leading to better outcomes for both employees and the organization.

The People Advisory Manager position at Visa is a hybrid role, allowing for flexibility between remote work and in-office presence. The specific expectations for in-office days can be confirmed with your hiring manager but generally provide a balanced approach to meet both operational needs and personal preferences.

To effectively coach People Leaders on performance management, I focus on creating tailored training programs that emphasize clear communication and feedback methods. I encourage leaders to set measurable goals and regularly check in with team members to foster an ongoing dialogue about performance and development.

In handling conflict resolution, I prioritize empathetic listening and open communication. I work with all parties involved to understand their perspectives and facilitate a constructive conversation aimed at reaching a mutually acceptable solution. My goal is always to create a collaborative environment for all team members.

Certainly! In a previous role, I analyzed employee feedback and identified areas of disengagement. By initiating employee forums and encouraging participation in decision-making processes, I created a sense of ownership among team members. This initiative led to a noticeable improvement in engagement levels across departments.

I have extensive experience in analyzing workforce data to inform strategic People decisions. This includes reviewing performance metrics to assess trends and developing reports for management that outline our progress against key personnel metrics. Using analytics helps drive objectives and adjust strategies as needed.

To ensure alignment with a company's leadership principles, I integrate these values into every coaching session and training program I conduct. By regularly referencing these principles, I help leaders understand their importance in daily operations and promote accountability among team members.

My approach to talent development is centered on continuous learning and personalized growth plans. I believe in identifying individual aspirations and aligning them with organizational goals, creating a roadmap that empowers employees to thrive and grow within the company.

I manage the annual compensation review process by ensuring clear communication and transparency with all stakeholders. This involves coordinating with HR and leadership to establish guidelines, collecting performance data, and providing comprehensive insights that guide compensation decisions.

Empathy is vital as a People Advisory Manager; it helps build trust and open lines of communication. I strive to understand the unique challenges of each leader and their team, which allows me to provide personalized support and solutions that truly resonate.

I encourage collaboration among People Leaders by facilitating regular meetings and workshops where they can share best practices and lessons learned. Creating a support network fosters innovation and drives team alignment on key initiatives.

The most important quality for a successful People Advisory Manager is the ability to listen, understand, and adapt to the needs of others. This empathetic approach allows for effective relationship building and ensures that we achieve our shared organizational objectives.