Sr. Director, PMO for Strategic Workforce Planning & Analytics

  • Foster City, CA, USA
  • Full-time

Company Description

As the world’s leader in digital payments technology, Visa’s mission is to connect the world through the most creative, reliable and secure payment network - enabling individuals, businesses, and economies to thrive. Our advanced global processing network, VisaNet, provides secure and reliable payments around the world, and is capable of handling more than 65,000 transaction messages a second. The company’s dedication to innovation drives the rapid growth of connected commerce on any device, and fuels the dream of a cashless future for everyone, everywhere. As the world moves from analog to digital, Visa is applying our brand, products, people, network and scale to reshape the future of commerce.
At Visa, your individuality fits right in. Working here gives you an opportunity to impact the world, invest in your career growth, and be part of an inclusive and diverse workplace. We are a global team of disruptors, trailblazers, innovators and risk-takers who are helping drive economic growth in even the most remote parts of the world, creatively moving the industry forward, and doing meaningful work that brings financial literacy and digital commerce to millions of unbanked and underserved consumers.


You’re an Individual. We’re the team for you. Together, let’s transform the way the world pays.

Team Description

Strategic Workforce Planning, People Analytics & HR compliance is trying to transform the way HR organizations operate. There is an imperative for data driven decision-making, and providing proactive, consultative, strategic support to executives/ business partners. This is where this team comes in.

The team is primarily focused on a 4 key areas:

1.       Strategic Initiatives (related to headcount): Drive key strategic company-wide priorities like “Reimagine the way we work”, “Inclusion & Diversity – Stand Together” “Expense Management””, “organizational efficiency” by leading and participating in cross-functional teams and providing strategic insights and recommendations related to our workforce

2.       Transformation: Drive large-scale change in the way we do things – processes, systems, tools – in order to drive scale, efficiency, automation and overall user experience; examples include leading “position management implementation”, “re-thinking the way financial planning of HC/ personnel is done”, “leading the development of a HR Analytics data warehouse to enable integration and automation of all HR data

·         In addition, team partners with key stakeholders to drive transformation in their areas with data and insights – e.g. Talent Acquisition

3.       HR Analytics: Partner/ Engage with teams across and beyond HR from Talent to HRBPs to Risk and Product to help drive data driven decision making on key HR/ headcount topics. Team moved from reactive reporting/ alerts to providing management with actionable insights, being strategic/ consultative, leveraging storytelling and creating predictive modeling capabilities.

 4.       Governance and Compliance

Job Description

The Sr. Director Workforce Planning and Analytics will partner with the HR workforce planning team, the HR reporting and analytics function and have responsibility for running the Workforce Planning Investment Committee (WPIC), Visa’s headcount approval committee. 

These three functions play a critical role in the development of strategic workforce plans to ensure Visa has the talent we need to achieve our business objectives, providing HR data and insights to business leaders, and ensuring effective management of Visa headcount.  The goal is to enable the organization to be nimble and execute on its priorities by having the right mix of resources while ensuring appropriate governance.

Workforce planning is a critical component to our overall talent strategy.  As such, this role will interact with key HR, business, and finance leaders to continue to evolve our approach to strategic workforce planning, aligning with other Visa processes such as Multi-Year Planning, Talent Reviews, etc.  This role will also partner closely with IT to drive technology improvements to enhance the collection, aggregation, and presentation of HR data to provide business-driven analytics and insights.  In addition, this role will provide leadership for the implementation of position management in Workday.

The Senior Director, PMO for Strategic Workforce Planning & Analytics, is a key leadership position responsible for ensuring that all cross-functional programs and projects under the Strategic Workforce Transformation, HR Analytics & Compliance organization are planned, managed, and governed in a consistent, transparent, and disciplined manner. The position requires an experienced leader with the ability to flex between the strategic and the tactical, outstanding verbal and written communication skills, and a high level of energy and flexibility to get things done and thrive in a fast-paced, team-oriented environment. S(he) will be a program management leader who embodies Visa’s leadership principles of leading by example, communicating openly, enabling and inspiring others, exceling with partners, acting decisively, and collaborating effectively.

The position is an ideal fit for an individual with experience in project management, business operations and/ or strategy. Alternatively, the individual could come from management consulting background, with rich and varied experience in managing large, complex programs involving varied stakeholders. Knowledge of HR programs is a plus.

In this role, s(he) will partner with other leaders on the team to define the strategic roadmap for a team of Workforce Planners, Data Analysts and HR Practitioners. S(he) will drive continuous process improvement and prioritization designed to make our teams highly productive, and improve team perception and brand with key stakeholders. The person will also champion the adoption of best in class HR metrics & Insights, predictive analytics, and modern Agile practices such as weekly sprints, continuous integration and more.

As the leader of the PMO, s(he) will foster collaboration across several sub-functions, providing sound analysis and change leadership. Building and maintaining strong internal customer relationships is essential, as this position will work cross-functionally on a daily basis to ensure delivery of quality products in alignment with global initiatives and requirements across the enterprise.

Key Activities

  • Provide Project management support for key cross-functional initiatives (e.g. I&D, Reimagine Work) across the following 4 functions within HR – Strategic Workforce Planning & Transformation, HR Analytics and Reporting, WPIC management and HR Compliance
    • Connect the dots on key initiatives that cut across multiple functions within the team (e.g. I&D, Reimagine Work)
    • Provide organization and project management support to drive consistent practices across the team
    • Develop an understanding of business partner (HRBP, Talent, Business LT teams) needs and enhance the quality of team deliverables to meet these needs
  • Support the evolution of our HR analytics and reporting capability:
    • Partner with analysts to ensure insights and recommendations are “executive ready” and actionable
    • Evolve our strategy around data access and automation to ensure stakeholders have appropriate, efficient access to HR data
    • Work across HR, finance, and with other business leaders to understand HR reporting and analytics needs and develop solutions to provide
    • Develop an approach and roadmap for advanced, predictive analytics over time
  • Support the leader of the Strategic Workforce planning team on key initiatives as needed; examples include
    • Integrate WFP efforts with other key business processes, such as Multi-Year Planning and Talent Reviews/Planning
    • Partner to connect the dots between workforce plans and talent strategy/ talent planning 
  • Partner across HR and finance to continuously evolve/refine our approach to headcount management
    • Lead the HR support of the Workforce Planning and Investment Committee, ensuring the templates, leadership guidance, and the meetings themselves provide an effective, efficient approach to HC decision making
    • Provide regular, executive-level HC reporting, including trends, observations, and forecasts of future volume
    • Develop new initiatives as needed to support overall HC management 

Team Description

  • Strategic Workforce Planning, People Analytics & HR compliance is trying to transform the way HR organizations operate. There is an imperative for data driven decision-making, and providing proactive, consultative, strategic support to executives/ business partners. This is where this team comes in.

    The team is primarily focused on a 4 key areas:

    1.       Strategic Initiatives (related to headcount): Drive key strategic company-wide priorities like “Reimagine the way we work”, “Inclusion & Diversity – Stand Together” “Expense Management””, “organizational efficiency” by leading and participating in cross-functional teams and providing strategic insights and recommendations related to our workforce

    2.       Transformation: Drive large-scale change in the way we do things – processes, systems, tools – in order to drive scale, efficiency, automation and overall user experience; examples include leading “position management implementation”, “re-thinking the way financial planning of HC/ personnel is done”, “leading the development of a HR Analytics data warehouse to enable integration and automation of all HR data

    ·         In addition, team partners with key stakeholders to drive transformation in their areas with data and insights – e.g. Talent Acquisition

    3.       HR Analytics: Partner/ Engage with teams across and beyond HR from Talent to HRBPs to Risk and Product to help drive data driven decision making on key HR/ headcount topics. Team moved from reactive reporting/ alerts to providing management with actionable insights, being strategic/ consultative, leveraging storytelling and creating predictive modeling capabilities.

     4.       Governance and Compliance

Qualifications

Basic Qualifications:

  • 12 years of work experience with a Bachelor’s 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 Qualifications:

  • Master’s degree in Finance, HR, Business Administration, Economics, Technology or a related field preferred
  • MBA preferred
  • 10+ years of prior relevant work experience preferred
  • Program Management experience preferred
  • Prior people management experience
  • Strong verbal and written communication / business writing skills, strong executive presence with great attention to details and excellent interpersonal skills
  • Solid analytical and problem-solving skills; prior financial budget and forecasting experience preferred
  • Ability to work independently with strong time management
  • Ability to execute on multiple concurrent deliverables with sense of urgency
  • Experience in managing / addressing escalations from senior leaders
  • Proficiency in the use of Microsoft Office tools (specifically Word and Excel, Access is a plus)

Additional Information

Essential Functions

  • You will use tools such as Excel, Powerpoint, Tableau, Power BI or infographics to deliver reports and dashboards
  • You will create routine reports and prepare analysis of recruiting trends for existing programs and new initiatives
  • You will partner with Workforce Analytics team members to create Recruiting and Workforce Planning models, templates, and documentation
  • You will design and recommend dashboards with key metrics for talent acquisition operations to better align resources and drive better decision making
  • You will identify, analyze and forecast trends into meaningful visualizations and develop presentations for leadership as needed
  • You will produce and present ad hoc, weekly, monthly and quarterly talent acquisition analysis reports to support business data activity reporting needs
  • You will work with HRBPs and TA Leaders to develop, maintain and drive usage of user dashboards that display real time and on-demand KPIs for the Talent Acquisition, Talent Sourcing and WOrkforce Planning and HR Operations teams
  • You will evaluate trends on process and measuring organizational effectiveness and make recommendations for further optimization
  • You will lead the analytical approach of special projects or key business initiatives of the organization including developing timeline and objectives, performance standards, and engaging stakeholders from cross functional departments such as Communication, Diversity & Inclusion and University Recruiting Programs
  • You will lead process improvements to ensure high integrity and accuracy of recruiting data through audits and governance

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.

This position will be performed in an office setting.  The position will require the incumbent to sit and stand at a desk, communicate in person and by telephone, frequently operate standard office equipment, such as telephones and computers, and reach with hands and arms.

This position requires the incumbent to be available during core business hours

This position requires the incumbent to travel for work 5-10%  of the time, when safe to do so.

Work Authorization: Authorization to work in the U.S. is a precondition of employment for this position. Visa will not sponsor applicants for work visas in connection with this position.

Relocation assistance will not be offered  

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