Visa’s Corporate IT group has embarked on a major transformational journey. We will not follow the 'traditional' IT playbook of simply purchasing off the shelf solutions and stitching them together. We are transforming ourselves into a true engineering organization where we put customer experience first, create highly leveraged (and loved) platforms with a heavy emphasis on operational excellence such as ensuring our platforms and services are unbreakable. Where we choose to continue with packaged software we will invent our way around their limitations such as poor UI or scale.
  Job Scope
 The Vice President of Human Resources and Corporate Applications, reporting to the Chief Information Officer, will provide senior leadership to drive the strategic vision for the Human Resources Technology and Corporate Technologies. The ideal candidate will provide innovative leadership, motivation, and guidance required for IT to successfully meet strategic objectives and deliverables in support of the business needs. It will be critical to foster and drive innovation and experimentation, delivering software solutions that meet or exceed customer and stakeholder expectations, often helping shape business requirements in a manner that optimally leverages technology teams. While this specific role will leverage some packaged products such as Workday, Smart Recruiters, ADP and Cornerstone LMS, it will also involve new development leveraging modern technologies.The candidate will be responsible for a cross-functional global team of senior engineers, solution architects, technical project managers and operations teams to define technology project architecture, technology strategy, and play a leadership role providing guidance to stakeholders. This individual will provide thought and people leadership to identify and execute the actions required for successful delivery of Visa’s strategic priorities. The individual must be a strong leader, able to engage and challenge senior audiences, identify and prioritize actions, and navigate a highly-matrixed, global environment.Responsibilities: Developing and executing the technology strategies and roadmaps to meet business objectives with existing and/or emerging technologies in Human Resources and Corporate Learning.Leading a growth organization by hiring, training and maintaining high-performing teams, creating a safe and diverse work environment, developing personal growth opportunities for all levels of the organizationPartnering with HR on the technical strategy for next generation cloud solutions to support our HR business processes.Working closely with executive management to define priorities, direction and timelinesResearching HR best practices and industry innovations and apply those across the HR business and technology landscapeOverseeing preparations of business case and needs analysis as they arise for the HR portfolio of applications.Develop an integration strategy to ensure one cohesive user interface with one source for information that adheres to our Corporate integration strategy.Coordinating with functional and technical staff and lead system-related projects and initiatives such as, new system functionality and/or new technologiesResponsibility for support and maintenance of our HR systemsProving leadership and oversight to large transformational programs across many functional teams including 3rd party vendors.Providing mentoring, coaching, career development and day to day management of work to a team of business analysts, process analysts, software engineers and support resources globallyKeep executive management informed of progress and obstacles impeding the successful architecture, implementation of projects and other departmental activities through status reports, presentations, etc.Provide workforce plans, budget development, tracking and forecasting. Manage the team to achieve target scope, schedule and cost objectives This is a hybrid position. Hybrid employees can alternate time between both remote and office. Employees in hybrid roles are expected to work from the office 2-3 set days a week (determined by leadership/site), with a general guidepost of being in the office 50% or more of the time based on business needs.
