Manager, Inclusion

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 Role Summary: The Manager, Inclusion - Asia Pacific will help translate Visa's inclusion strategy into practical, measurable outcomes across the region. Reporting to the Senior Director, Inclusion, Asia Pacific, this role will partner with People teams, business leaders and employee communities to integrate inclusive practices into the employee experience and relevant business priorities. The role will support the development and implementation of regional inclusion initiatives, provide inclusion advisory support, strengthen Employee Resource Group governance and activation, and help deliver global programs in ways that are relevant to Asia Pacific markets. The Manager will also use employee insights, data and external research to identify priorities, inform interventions and measure progress. This is an opportunity for a collaborative and strategic inclusion practitioner who combines strong program management with sound judgment, stakeholder influence and disciplined execution. Key Responsibilities: Inclusion strategy and business advisory: • Support the delivery of Visa's Asia Pacific Inclusion strategy, priorities and annual operating plan. • Translate enterprise and regional inclusion priorities into practical initiatives, tools and guidance for AP markets and functions. • Provide inclusion advice to People partners, business leaders and project teams, helping them identify opportunities and address barriers within relevant talent, culture and business practices. • Partner across Talent Acquisition, Talent Management, Learning and Development, People Business Partnering, Communications and other teams to embed inclusive practices throughout the employee lifecycle. • Review relevant policies, processes and programs through an inclusion lens and recommend evidence-based improvements. • Develop practical resources, frameworks and recommendations that enable leaders and teams to apply inclusion principles consistently. Regional and global program delivery: • Support the regional activation of selected global inclusion programs, adapting delivery to reflect AP market contexts while maintaining alignment with enterprise objectives. • Establish clear implementation plans, stakeholder roles, milestones, risks and measures of success for assigned programs. • Coordinate with global program owners and regional partners to support effective delivery, communications and measurement. • Consolidate regional feedback and insights to inform the continued development of global programs. • Identify opportunities to simplify, scale or connect inclusion programs with wider People and business priorities. ERG and employee-community enablement: • Support the effective governance, planning and development of AP Employee Resource Groups and other employee-led inclusion communities. • Coordinate the annual ERG planning process and regular connections with ERG leaders. • Advise ERG leaders on strategy, governance, campaigns, succession, communications and measurement. • Help connect ERG activity with relevant business, talent, community and inclusion priorities. • Build the capability of ERG leaders and inclusion champions through practical tools, guidance and learning opportunities. • Partner with regional and global stakeholders to support consistent standards while allowing for appropriate market relevance. Insights, data and measurement: • Use workforce insights, employee listening, program data and external research to identify inclusion priorities and inform recommendations. • Develop clear measures of success for assigned initiatives and track implementation, participation, experience and outcomes as appropriate. • Translate quantitative and qualitative findings into concise narratives, recommendations and leadership materials. • Maintain program dashboards, planning documents and evidence of progress. • Apply an intersectional and regionally relevant lens when interpreting insights across AP markets. • Support the responsible use of technology and AI to improve inclusion insights, program delivery and employee experience. Learning, communications and stakeholder engagement: • Partner with learning teams to support relevant inclusion learning, leadership capability and employee education. • Facilitate workshops, briefings and working sessions for leaders, People teams, ERG leaders and other stakeholders. • Develop clear, accessible communications and toolkits that encourage participation and practical action. • Build trusted relationships across a complex regional and global stakeholder network. • Represent the AP Inclusion team in relevant working groups and cross-functional forums. • Work with Corporate Communications and other partners to ensure inclusion communications are aligned, accurate and appropriate for regional audiences. Program and operational management: • Manage multiple workstreams with clear plans, milestones, dependencies and stakeholder responsibilities. • Coordinate regional inclusion events, campaigns and leadership engagements where required. • Manage assigned budgets, vendor relationships, contracts, invoicing and payment processes. • Identify and manage delivery risks, escalating issues and proposing solutions where appropriate. • Maintain accurate program documentation and provide concise updates to regional and global stakeholders. • Contribute to annual planning, prioritis