VP, Global Head of Strategic Talent Partners

Company Description

Visa is a world leader in payments and technology, with over 259 billion payments transactions flowing safely between consumers, merchants, financial institutions, and government entities in more than 200 countries and territories each year. Our mission is to connect the world through the most innovative, convenient, reliable, and secure payments network, enabling individuals, businesses, and economies to thrive while driven by a common purpose – to uplift everyone, everywhere by being the best way to pay and be paid.

Make an impact with a purpose-driven industry leader. Join us today and experience Life at Visa.

Job Description

The VP, Global Head of Strategic Talent Partners, a pivotal role reporting to the Global Head of Talent Management, serves on both the Global Talent and Talent Management Leadership Teams. This senior role is responsible for cultivating a high-performing team of 8-10 Regional and Functional Talent Partners, ranging from Directors to Senior Directors, to ensure high-quality and consistent Talent Management approaches with People Business Partners and business leaders.

The incumbent will be instrumental in driving change, crafting,  evolving and adopting talent processes, products, and services that are essential for leadership development aligned with Visa’s future growth strategy. They will collaborate closely with our senior People Business Partners and business leaders on talent management processes, organizational, and talent decisions, integrating Inclusion & Diversity, Talent Acquisition, and Visa University partners as necessary.

This role's central focus is on continuity in the execution of Global programs and processes by Talent Partners, while empowering the team to become trusted advisors and consultants on all key organizational and talent decisions. The ideal candidate should have a proven history of partnering with businesses to assess executive talent, influencing the advancement and development of top talent, and expertise in evaluating organizational design and operating model options.

Essential Functions:

• Understand the business strategy and ensure all Talent Partners build a tailored talent strategy for the business unit they support.
• Build Talent Partner capabilities to better leverage talent data and analytics to identify and communicate potential areas of challenge, and opportunities to accelerate performance.
• Drive the strategic movement of key talent across the organization through a more consistent and frequent Org and Talent Planning process for key talent, leveraging our global practices and definitions, and more rigorous and disciplined follow up to ensure accountability.
• Lead Talent Partner succession planning efforts in partnership with People Business Partners and business leadership. Create development plans for key talent and succession candidates identified during the Organization and Talent Planning process. Monitor progress against plans and provide accountability for on-time completion, and report progress and insights to leadership and Head of Global Talent Management. 
• Organize the team to ensure all Talent Partners spend at 20 percent of time co-leading Global Talent Management process design with COE leaders to ensure we build the most relevant and practical solutions for Visa such as OKRs, Quarterly Conversations, Annual Review, Talent Segmentation, Succession Planning, Executive 360 Assessments and Coaching.
• Influence Inclusion and Diversity and VU strategy for talent programs for high priority talent pools such as top, emerging, under-represented, and technical talent, and drive methodical approach for selection at the most senior levels of the organization.
• Partner with VP, Head of Org Design to conduct organizational assessments & diagnostics, using defined methodologies to identify critical issues and root causes and implementing appropriate solutions to improve organization effectiveness.
• Lead the design and deployment of proven organization change management principles and methodology to support large scale Talent Management organizational change initiatives.  Create sponsorship and build champions for our Talent practices among our PBP and executive leader population.

This is a hybrid position. Hybrid employees can alternate time between both remote and office. Employees in hybrid roles are expected to work from the office 2-3 set days a week (determined by leadership/site), with a general guidepost of being in the office 50% or more of the time based on business needs.

Qualifications

Basic Qualifications:

• 12 years of work experience with a Bachelors Degree or at least 10 years of experience with an Advanced degree (e.g. Masters/ MBA/JD/MD) or at least 8 years of work experience with a PhD

Preferred Qualificatio