People Advisory Manager, People for People - job 5 of 11

As a People Advisory Manager at Visa, your main responsibilities include coaching People Leaders on talent development, performance management, and employee engagement. You will guide leaders through annual compensation reviews and facilitate conflict resolution while ensuring the application of Visa’s Leadership Principles. Additionally, you'll provide analytical insights to inform business decisions and collaborate with COEs to design impactful People initiatives.

To qualify for the People Advisory Manager position at Visa, candidates typically need a Bachelor's degree in HR, Business Administration, or a related field, along with substantial experience in human resources or people management roles. Strong interpersonal skills and the ability to lead with empathy are essential, and familiarity with analytics and data management will enhance your application.

The People Advisory Manager at Visa supports People Leaders by providing expert consultation on various people-related matters, such as performance management and talent development. You will coach them in navigating complex situations, ensuring they are equipped with the tools and knowledge necessary to be effective and empathetic leaders.

As a People Advisory Manager at Visa, you can expect a hybrid work environment based out of Austin. This means you’ll split your time between the office and remote work, providing flexibility while fostering collaboration with your team and clients to optimize people-related outcomes.

The People Advisory Manager plays a crucial role in elevating the experiences of people leaders, driving efficiency within teams, and enhancing employee engagement. By guiding leaders through people-related challenges and initiatives, you contribute significantly to the overall effectiveness and strategic impact of Visa's People Team.

To coach a People Leader struggling with conflict resolution, I would emphasize active listening to understand the perspectives of all parties involved. I would guide them through identifying underlying issues and foster open communication. Role-playing scenarios can also be effective practice to improve their skills and confidence in handling conflicts.

Prioritizing duties as a People Advisory Manager involves understanding the immediate needs of People Leaders and their teams. I would assess the urgency and impact of various responsibilities, scheduling time for high-priority coaching sessions while also allocating time for ongoing projects and data analytics to enhance decision-making.

My experience with performance management processes includes designing comprehensive frameworks to facilitate annual reviews and ongoing feedback. I focus on establishing clear performance metrics, encouraging regular check-ins, and providing training for leaders to effectively assess and support their team's development.

I approach data analysis with a focus on actionable insights. By collecting relevant HR metrics, I align data analysis with organizational goals, identifying trends and patterns that can inform strategies. Collaborating with stakeholders also ensures that the data effectively addresses their specific needs.

Handling an employee grievance requires a careful and empathetic approach. I would first meet with the employee privately to understand their concerns in detail. After that, I would assess the situation by gathering information from the manager and other relevant parties before facilitating a dialogue to resolve the issue constructively.

Empathy is crucial in the People Advisory Manager position as it fosters trust and open communication with People Leaders and employees. Understanding their experiences helps in shaping effective coaching strategies and supports a positive workplace environment that can lead to improved employee engagement and retention.

Continuous improvement in HR policies can be ensured by regularly reviewing feedback from employees and People Leaders about existing practices. Utilizing data metrics to evaluate the effectiveness of policies and staying current with HR trends allows us to adapt and enhance our policies in alignment with Visa’s goals.

A successful people initiative I led involved revamping the onboarding process to create a more engaging experience for new hires. By gathering feedback from past hires and collaborating with hiring managers, we developed an interactive onboarding program that decreased turnover and increased employee satisfaction.

To foster positive employee engagement, I utilize techniques such as regular feedback loops, recognition programs, and creating opportunities for professional development. Encouraging open communication and actively addressing employee concerns also plays a significant role in building a supportive and engaging workplace environment.

Collaboration with cross-functional teams at Visa is achieved through regular meetings, open communication channels, and a clear understanding of shared objectives. I prioritize building relationships with colleagues from various departments to align our efforts and ensure that initiatives are cohesive and supportive of Visa’s overall strategy.