Director, Talent Planning and Succession

Company Description

Visa is a world leader in digital payments, facilitating more than 215 billion payments transactions between consumers, merchants, financial institutions and government entities across 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.

When you join Visa, you join a culture of purpose and belonging – where your growth is priority, your identity is embraced, and the work you do matters. We believe that economies that include everyone everywhere, uplift everyone everywhere. Your work will have a direct impact on billions of people around the world – helping unlock financial access to enable the future of money movement.

Join Visa: A Network Working for Everyone.

Job Description

The Global Talent Management team creates the insights, strategies and practices required to unlock the full potential of our teams and talent, and ensure we have the leadership needed for the future of Visa.  This role is for a builder, change agent and for someone who is passionate about creating a high-performance culture at Visa.  It is for an emerging leader who is motivated by high visibility work that impacts how our leaders assess and develop talent, and for someone who has depth of expertise designing talent review and succession practices at a large global organization. 

This Director role in the Talent Management team will lead the creation of The Visa Way of of org and talent planning, ensuring we have the definitions, frameworks, practices, processes, and systems in place to identify critical roles, assess leadership potential, and build succession slates in a consistent way across all of our regions and functions.  This role will ensure our Talent Partners and PBPs are part of the design process and provide deep input into our execution plan. 

The role reports to the VP, Global Talent and will be a key member of the Global Talent Management Leadership team.

Essential Functions

• As a Leadership Team member on the global talent management team, help to shape the talent management strategy and roadmap.

• Enhance and scale the Visa Way of Org and Talent Planning to better assess and develop current and future executive leadership talent.  Lead a cross-functional team and develop a global playbook and launch capability-building sessions to PBPs and SVPs across the business.

• Build our Talent Segmentation plan with enhanced definitions, clarity on timing and level of leaders we will assess globally and in each region to drive greater rigor in how we assess leadership potential and use it to drive differentiated talent investment decisions. 

• Track Enterprise Critical Role succession and support with preparations for Visa’s Executive Leadership Team Talent Day, reporting on progress to our bench strength and diversity.

• Lead monthly LT reporting updates on executive talent moves, partnering closely with Global Talent Partners and Executive Recruiting.

• Identify next tier of Critical Roles in partnership with Talent Partners and PBPs and clarify succession approach, roles and responsibilities, and system requirements (using Workday as system of record).

• Drive automation of processes including talent card/ profile enhancements, permissions, and workflows in partnership with HR technology team. Operationalize cadence of talent discussions and reporting.

• Partner with People Analytics partners to define key actions and metrics to increase accountability and measure quality of talent segmentation, talent review and succession processes.

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

• 10 or more years of work experience with a Bachelor’s Degree or at least 8 years of work experience with an Advanced Degree (e.g. Masters/ MBA/JD/MD) or at least 3 years of work experience with a PhD

Preferred Qualifications

• 12 or more years of work experience with a Bachelor’s Degree or 8-10 years of experience with an Advanced Degree (e.g. Masters, MBA, JD, MD) or 6+ years of work experience with a PhD
• Experience with succession planning at a global organization in the Global Talent Management COE
• Strong knowledge of and deep functional expertise in contemporary talent management practices
• Self-directed, process-oriented individual with strong business acumen and ability to manage multiple priorities