Director, People Business Partner

• 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.

• 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.

Visa requires at least 3 days in office, expectations of these days will be confirmed by your Hiring Manager.

• 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

• 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

For roles located in the US, the estimated salary range for this position is $173,000.00 to $ 276,900.00 USD per year, which may include potential sales incentive payments (if applicable). Salary may vary depending on job-related factors which may include knowledge, skills, experience, and location. In addition, this position may be eligible for bonus and equity.Visa has a comprehensive benefits package for which this position may be eligible that includes Medical, Dental, Vision, 401(k), FSA/HSA, Life Insurance, Paid Time Off, and Wellness Program.