Director, People Business Partner

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's Global Product organization is at the center of how we build, scale, and design the products and partnerships that power the world's largest payments network. Within this organization, teams drive the strategic direction and expansion that shape Visa's future.

We are looking for a Director, People Business Partner who brings intellectual curiosity, strong influencing, and a bias toward action. You will spot organizational challenges before the business does, build a point of view, and move decisively to address them. You will operate as a consultative partner to senior leaders, translating business strategy into people strategy, bringing a perspective and delivering it with conviction and data. As a Director in this team, you will act as a trusted advisor to senior leaders across your assigned client groups, bringing a commercially grounded, talent-oriented perspective to the full spectrum of people priorities, including:

Strategic People Partnership & Talent Strategy

• Serve as the primary people business partner to senior leaders across multiple Global Product teams.  
• Translate business priorities into workforce and organizational strategies that accelerate execution through partnership, not process.
• Proactively identify organizational risks, talent gaps, and capability needs; bring solutions — not just observations.
• Build trusted relationships that allow you to deliver candid counsel on sensitive topics, team dynamics, and organizational health topics.
• Bring an agentic approach: independently identify what needs to happen, build a point of view on how to get there, and drive it forward.
• Challenge conventional People processes or approaches when they don't fit the pace or nature of the work. If the standard process slows down a team, propose a better solution and execute.
• Experiment, iterate, and learn. Treat people strategy the way the best product teams treat product development: form a hypothesis, test it, measure what works, and adapt.
• Drive succession planning and leadership pipeline development for critical roles across the client group.
• Coach senior leaders on team effectiveness, leadership presence, and navigating organizational complexity.
• Partner with Talent Acquisition to shape hiring strategies for specialized or niche roles.

Organization Design & Effectiveness

• Lead end-to-end organization design efforts: structure, spans, layers, role clarity, and decision-rights frameworks for teams that are scaling rapidly or restructuring.
• Use workforce analytics and external benchmarks to inform org design decisions, moving beyond intuition to data-grounded recommendations.
• Champion operating model across matrixed, cross-functional teams where influence matters more than authority.
• In partnership with People M&A, provide thoughtful input on design and execute post-M&A people integration plans — Day 1 readiness, cultural onboarding, retention programs, role mapping, and harmonization of talent processes.
• Operate with an influence-first approach: build alignment across People Team Centers of Excellence (Total Rewards, Talent Acquisition, Learning & Development, People Analytics) to deliver integrated solutions for the business.
• Lead change management for organizational transformations — restructures, leadership transitions, cultural integration — with clear communication plans and stakeholder engagement strategies.
• Champion inclusion initiatives within your client groups, embedding inclusion-focused practices into talent decisions, organizational design, and leadership development.

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
• Broad HR generalist experience spanning multiple people disciplines, including talent management, organizational development, employee relations, and compensation strategy
• Experience as an embedded HR business partner supporting functional or regional leadership teams in a complex, matrixed organization
• Demonstrated experience in organization design – you've led structural redesigns, not just participated in them
• Proven ability to influence without authority across a matrixed organization, building coalitions and driving outcomes through partnership.
• Deep comfort operating in ambiguity – you don't need a playbook to get started.
• Digital fluency - proven ability to leverage GenAI tools like ChatGPT, Claude, and Copilot to optimize daily workflows.
• Strong business acumen and intellectual curiosity. You stay ahead of external trends in fintech talent, organizational design, and people innovation, and have the ability to translate those insights into actionable recommendations.
• Experience in M&A people due diligence and/or post-merger integration, understanding how deal teams think and operate.
• Background in technology, fintech, or payments – familiarity with the talent market and organizational patterns in these industries.
• Experience with organizational effectiveness tools and frameworks (e.g., org analysis, operating model design, workforce planning methodologies).
• An agentic mindset: you take ownership of outcomes, experiment with new approaches, and learn rapidly from what works and what doesn't.
• Intellectual curiosity that goes beyond HR – you read broadly, ask unexpected questions, and connect dots.
• Proficiency with Microsoft tools — including PowerPoint, Excel, and Copilot — to develop executive-facing presentations and materials.

Information for US Applicants

Work Hours

Varies upon the needs of the department.

Travel Requirements

This position requires travel 5-10% of the time.

Mental/Physical Requirements

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.

Visa is an EEO Employer