Senior Director, Global Strategic Workforce Planning

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

As Senior Director, Global Workforce Planning, you will set the enterprise vision, strategy, and operating model for workforce planning at Visa. You will lead forward looking, capability based workforce strategies across regions and functions to support long term growth, digital transformation, and financial objectives.

This role serves as the enterprise authority on workforce planning, advising senior leaders on talent, capacity, skills, location, cost, automation, and contingent labor decisions. You will embed workforce planning into Visa's core planning and governance rhythms and own the global strategy for managing both full time and contingent workforce models.

Key Responsibilities:

Enterprise Workforce Planning Strategy and Operating Model

• Own and evolve Visa's enterprise workforce planning vision, operating model, and roadmap.
• Drive a systematic and disciplined workforce planning and position prioritization process, using a forward-thinking mindset.
• Partner with Functional Leadership to develop and manage a global workforce plan (FTEs and contingent roles) aligned to business strategy, resource needs, and transformation priorities.
• Lead integrated workforce scenarios that assess tradeoffs across talent, location, cost, automation, and risk.
• Lead regular workforce plan reviews and executive reporting with plan owners, partnering with hiring managers, business leaders, Finance, and People Business Partners to drive in-budget, on-target execution.

Workforce Intelligence and Executive Decision Support

• Set direction for workforce analytics, forecasting, and scenario modeling across the enterprise.
• Translate complex workforce and business data into executive level insights that inform investment, sequencing, and capacity decisions.
• Partner with senior leaders to proactively identify workforce risks and opportunities tied to growth, innovation, and productivity.

Contingent Workforce Strategy and Optimization

• Develop and execute a comprehensive global strategy for contingent labor, with a focus on optimization, scalability, and cost management.
• Identify opportunities for centralization, improved sourcing models, and supplier consolidation across regions and business units.
• Partner with Strategic Sourcing and Procurement to negotiate and manage vendor contracts, service levels, and performance standards.
• Define and track KPIs to measure the effectiveness, cost, and risk profile of the contingent workforce.

Governance, Compliance, and Risk Management

• Integrate workforce planning into enterprise governance, financial planning, and risk management frameworks.
• Ensure compliance with labor laws and regulations related to contingent workers, in partnership with Legal and Finance.
• Run day-to-day position management processes (Workday initiation, changes, approvals, and compliance), ensuring accurate governance and audit readiness.
• Identify and execute process improvements to streamline and simplify position management for participants (e.g., hiring managers, Finance, People team) and stakeholders (e.g., business leaders).
• Continuously engage Business Leaders, Finance, and Talent Acquisition on position prioritization before requisition creation to ensure alignment to plan and funding.
• Drive structured processes for the business to make workforce plan adjustments (e.g., AOP updates, WPIC engagement, additions, and in-budget reallocations) while maintaining governance controls.
• Establish governance mechanisms to mitigate workforce related risk, including scenario based planning and controls.

Technology Enablement and Reporting

• Partner with Technology teams to assess, select, and evolve workforce and contingent labor platforms, including global solution strategies.
• Analyze workforce and contingent labor utilization, cost, and performance trends and deliver clear reporting to senior leadership.
• Align workforce planning with platform modernization, AI adoption, and digital delivery models.

Cross Functional Leadership and Capability Building

• Serve as a senior leader across HR, Finance, Technology, Risk, Real Estate and Workplace, and business planning forums.
• Ensure regional and functional interlock on workforce plan approvals in a highly matrixed environment.
• Operate as a senior internal consultant, leading enterprise planning sessions, scenario workshops, and capability reviews.
• Build workforce planning capability across HR and the business through education, playbooks, and change enablement.
• Drive clear communication and adoption of workforce and contingent labor policies with people leaders.

This is a hybrid position. Expectation of days in the office will be confirmed by your Hiring Manager.

Qualifications

Basic Qualifications:

• 12 or more years of work experience with a Bachelor's Degree or at least 10 years of work experience with an Advanced degree (e.g. Masters/MBA /JD/MD), or a minimum of 5 years of work experience with a PhD

Preferred Qualifications:

• 15 or more years of experience with a Bachelor's Degree or 12 years of experience with an Advanced Degree (e.g. Masters, MBA, JD, or MD), PhD with 9+ years of experience
• Bachelor's degree or equivalent experience.
• 10 plus years of experience in workforce planning, workforce analytics, or related enterprise planning disciplines.
• Experience leading global, cross functional teams and influencing at the senior and executive level.
• Demonstrated success designing and executing enterprise scale, multi year workforce strategies.
• Strong analytical, problem solving, and executive communication skills.
• Ability to operate effectively in a complex, matrixed, global environment.
• Experience managing contingent workforce programs, including vendor management, contracting, and compliance.
• Familiarity with workforce planning platforms and HR ecosystems such as Workday, Fieldglass, SAP, or Oracle.
• Experience integrating AI and automation considerations into workforce and operating model decisions.
• Background in financial services, payments, technology, or other large global enterprises.

U.S. Applicants Only

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