مستشار أول لإدارة المواهب والتطوير

About Us
Visa is a world leader in payments technology, facilitating transactions between consumers, merchants, financial institutions and government entities across more than 200 countries and territories, dedicated to uplifting everyone, everywhere by being the best way to pay and be paid.

At Visa, you'll have the opportunity to create impact at scale — tackling meaningful challenges, growing your skills and seeing your contributions impact lives around the world.

Join Visa and do work that matters – to you, to your community, and to the world. Progress starts with you.

Job Description

Visa is seeking a Senior Manager to be a member of the Visa Talent Management & Development team. Talent is one of Visa's most critical strategic assets, and the Talent Management & Development team is responsible for ensuring the organization has the capability, pipeline, and development pull-through to deliver on its priorities. This team drives the frameworks, processes, and programs that connect talent decisions — succession slates, high-potential identification, success profiles — to real business outcomes, not just cycle completion.

In this role, you will execute core talent management processes while also contributing to the development experiences that help leaders and employees grow. You will work in partnership with PBPs and business stakeholders to run talent planning milestones — goal setting, mid-year and year-end reviews, succession planning, and high-potential identification — while ensuring those decisions translate into meaningful action. For a seasoned practitioner who wants to deepen expertise at the intersection of talent strategy and business impact, this role offers direct exposure to senior stakeholders, complex organizational challenges, and programs that shape Visa's talent culture at scale.

All roles require digital fluency, including the ability to work with emerging technologies such as Generative AI tools (e.g., ChatGPT, Microsoft Copilot) to support everyday work.

Key Responsibilities

Talent Planning Execution

• Execute end-to-end talent management processes — performance management, succession planning, high-potential identification, and talent reviews — for assigned functions or regions, ensuring alignment with enterprise priorities.
• Apply success profiles and talent frameworks to assess readiness, identify development gaps, and support quality talent decisions throughout annual and mid-cycle milestones.
• Analyze talent data and develop insights, dashboards, and presentations that enable senior stakeholders to make informed decisions on succession, mobility, and development.

Development Pull-Through and Program Delivery

• Design, adapt, and facilitate leadership and professional-skills development experiences — workshops, assessments, and learning sessions — tailored to the needs of assigned populations.
• Support high-potential development programs and executive assessment or coaching engagements, tracking follow-through on career and development actions to ensure talent decisions drive real outcomes.
• Manage program logistics, stakeholder coordination, and milestone tracking across talent initiatives, applying strong project management discipline to keep delivery on schedule.

Partnership and Advisory

• Partner with PBPs and business leaders to consult on talent insights, development planning, and leadership readiness, helping embed talent management frameworks into day-to-day business practices.
• Coordinate with Organizational Design & Effectiveness colleagues when talent or succession decisions raise structural questions, ensuring handoffs are clear and outcomes are connected.
• Contribute to the continuous improvement of TM&D tools and processes by providing user feedback and functional insight to improve design, adoption, and impact.

Culture and Capability Building

• Foster an inclusive environment by supporting talent practices that identify and develop diverse pipelines and ensure equitable access to growth opportunities.
• Mentor and provide guidance to junior team members, sharing functional knowledge and program management practices that elevate the team's overall execution quality.

Qualifications

Basic Qualifications

• 8 or more years of relevant work experience with a Bachelor Degree or at least 5 years of experience with an Advanced Degree (e.g. Masters, MBA, JD, MD) or 2 years of work experience with a PhD
• Experience with talent management processes including succession planning, performance management, or high-potential identification
• Experience facilitating workshops or development sessions with professional or leadership audiences
• Experience partnering with HR or business stakeholders to implement talent or organizational development programs
• Experience working with Workday or a comparable talent management system

Preferred Qualifications

• 9 or more years of relevant work experience with a Bachelor Degree or 7 or more relevant years of experience with an Advanced Degree (e.g. Masters, MBA, JD, MD) or 3 or more years of experience with a PhD
• Expertise in talent management and development practices including succession modeling, success-profile design, and development pull-through in a complex, matrixed organization
• Experience designing and delivering leadership or professional-skills development programs, including assessments, workshops, and cohort-based learning experiences
• Experience with leadership assessments such as 360-degree feedback or Hogan, and familiarity with adult learning methodologies and behavior-change principles
• Knowledge of how to interpret and translate talent data into actionable insights and executive-ready presentations
• Experience applying program and project management discipline to coordinate cross-functional talent initiatives through planning, delivery, and measurement
• Proficiency in navigating ambiguity, managing competing priorities, and adapting plans in a fast-changing organizational environment
• Knowledge of organizational design principles sufficient to recognize when talent decisions carry structural implications and coordinate effectively with OD&E partners
• Experience communicating complex talent insights clearly and concisely to varied audiences, including senior business and HR leaders
• Advanced degree in Human Resources, Organizational Psychology, Business, or a related field, or professional certification in coaching, talent assessment, or leadership development

Visa is an EEO Employer

Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, sexual orientation, gender identity, disability or protected veteran status. Visa will also consider for employment qualified applicants with criminal histories in a manner consistent with EEOC guidelines and applicable local law.