Sr. Manager, Talent Management and Development Partner

Visa•Atlanta, GA

4d•Hybrid

About The Position

Visa is seeking a dynamic and experienced Sr. Manager, Talent Management and Development (TM&D) Partner to support the design and execution of talent strategies and development programs that enable Visa’s business priorities. Working closely with People Business Partners (PBPs), enterprise talent teams, and business leaders, this role turns strategy into action—delivering talent management processes, leadership development programs, and organizational and team effectiveness initiatives. This role will manage program logistics, coordinate stakeholder engagement, and ensure smooth delivery of TM&D initiatives across functions and regions. Responsibilities include implementing talent processes, facilitating workshops, and tracking progress against milestones, helping leaders and teams adopt best practices that accelerate employee growth, development, and retention. This role will report to the Sr. Director, Talent Management & Development Partner.

Requirements

Bachelor’s degree in Human Resources, Business, Organizational Psychology, or related field.
5–8 years of experience in talent management, leadership development, or organizational development.
Strong facilitation and communication skills with the ability to engage leaders at multiple levels.
Demonstrated experience leading talent processes and partnering with HR and business stakeholders.
Strong analytical capability, including experience interpreting talent data and developing insights for senior audiences.
Comfort with uncertainty, ability to manage in ambiguous environments, and adapt to change.

Nice To Haves

Master’s degree (HR, OD, Business) or professional certifications in coaching, assessments, or leadership development.
Experience with leadership assessments (e.g., 360, Hogan) and adult learning methodologies.
Experience in a global, matrixed organization; comfort navigating cultural and organizational complexity.
Experience with Workday or comparable talent systems.
Strategic partner with strong judgment advising senior leaders.
Comfortable using data and insights to guide decisions and measure impact.
Experience designing and delivering talent management and leadership development experiences.
Excellent written and verbal communication. Ability to communicate complex insights clearly and concisely to varied audiences.
Strong facilitation and executive presence in high-stakes settings.
Effective in leading and supporting teams through change.
Strong program management skills with attention to detail and follow-through.
Strong business acumen and ability to translate business needs into people solutions.

Responsibilities

Lead execution of global talent management processes (performance management, promotions, succession planning, talent reviews) for assigned functions or regions, ensuring alignment with enterprise priorities.
Consult with People Business Partners and leaders on talent insights, org design, readiness, and development actions, helping embed TM frameworks and leadership expectations into business practices.
Design, adapt, and facilitate leadership development programs (workshops, assessments, learning experiences) tailored to regional or functional needs.
Analyze talent data and produce insights, dashboards, and presentations for senior stakeholders, enabling high-quality talent decisions.
Support executive assessments, coaching engagements, and high-potential development programs, ensuring follow-through on career and development actions.
Partner with global TM&D teams to evolve processes and tools, providing user feedback and regional/business insight to improve design and adoption.
Drive communication, change management, and stakeholder engagement to ensure strong uptake of talent and leadership practices across the employee lifecycle.
Manage end-to-end delivery of TM and leadership development practices for a major region, function, or employee population.
Act as a trusted advisor to PBPs and leaders on talent strategy, development planning, and organizational capability needs.
Directly influence leadership readiness, talent mobility, and succession pipeline strength.
Shape and deliver development experiences that impact leaders globally and support enterprise culture evolution.
Leverage enterprise mindset to see interdependencies across talent/learning initiatives, programs, etc. and “connect the dots” to broader org and talent priorities