As authentication becomes exponentially more complex, with countless new options and possibilities, Visa is developing solutions to simplify access to a proliferation of authentication services and providers. In so doing, Visa will make authentication simpler and smoother and enables clients to create new consumer experiences that would have been previously infeasible or impractical.

You will be leading Visa’s Talent and Performance Management team, focused on strategy, tools and processes that enable our employees to deliver peak performance against business & leadership goals. This role drives the necessary processes, systems and culture to ensure that there is an environment where employees can build the appropriate skills to improve their performance and where the company has the necessary talent now and in the future to meets its strategic goals.

In partnership with our business and HR leaders, you will be responsible for deepening our existing performance framework, competency development, developing new ways to better assess, motivate, develop and retain talent. You will also lead and manage the team responsible for performance management through critical talent assessment and performance milestones including goal setting, mid-year, year-end, succession models, high-potential talent identification, critical roles assessment etc. You will leverage human capital data to deliver innovative yet practical talent solutions that help drive performance in our dynamic, rapidly changing business environment. This role is a unique combination of strategic, operational, and tactical leadership.

Reporting to the SVP of Talent and Workforce Management and HR Operations, you will empower our people and managers with tools and frameworks they need to be successful in a performance driven culture.  It is about equipping employees to think, act and perform in a digital environment that is transforming daily.

Responsibilities

Lead and manage the team responsible for performance management through critical talent assessment and performance milestones at Visa including goal setting, mid-year, year-end, succession models, high-potential talent identification, critical roles assessment etc.

Keep Visa improving as our industry evolves and continue executing against our strategic priorities: develop new skills and capabilities to keep us winning and growing and continuously build quality and depth of talent

Design and execute on global leadership development programs for our critical talent segments

Partner with all stakeholders (business leaders, HRBPs, HR Ops,etc.) to manages the tools,  processes and communications involved in the design, preparation, and delivery of performance and talent management for managers and employees

 Develop and implement a performance management approach that is simple and easy to use; one which assists Visa employees to raise their contribution year over year and is embedded as a key people management responsibility

Gather data and conduct talent assessments and reviews to identify, develop and retain high potentials across Visa as well as to build succession plans with a particular focus on diverse talent

Develop competencies that define critical skills and knowledge, which can be leveraged Visa-wide to discuss, assess and move talent and better close developmental gaps between current and desired competency levels

Analyze people-related data and trends to better understand drivers of performance and put in place systems and evaluations that will enable all employees to apply their best selves at work

Deepen Visa’s adoption and practices of the leadership principles including the rollout, assessment and improvement of the “How” goals

Leverage internal data and external best practices to uncover trends and drivers that enhance performance

Responsible for performance documentation for regulators, executive committee and board of directors

Establish a culture committed to outstanding performance management including spearheading company-wide communications and campaigns

Build the capability of HR, and managers so that giving and receiving timely, robust feedback and coaching on performance on the job becomes an essential part of their role and activities.

15+ years of performance management; specifically in two or more of the following practice areas: talent management, organizational design, workforce planning, performance management, employee development

3+ years of people management experience in a fast-paced environment

Excellent communication, facilitation, and presentation skills

Strong analytical skills with the ability to think critically and independently

Self-directed, seasoned HR leader with experience at designing and rapidly implementing new tools and processes and ability to handle numerous projects concurrently

Substantial problem-solving skills with strategic focus on process mapping, task management and execution

Strong time and program management, teamwork, execution and organizational skills

Ability to work against tight timelines in a dynamic environment

Outstanding team player with the ability to work with and influence people at all levels

All your information will be kept confidential according to EEO guidelines.