Director, Compensation

Job Overview

Company Overview:

At Intuit, our mission is to power prosperity around the world. We are on a journey to transform from a tax and accounting platform to a global financial technology platform powered by AI, doing the hard work for our millions of customers. We are focused on solving the most important financial challenges of consumers and small businesses through our AI-driven expert platform strategy. Our work is guided by five key priority areas, our Big Bets, which focus on revolutionizing speed to benefit, connecting people to experts, unlocking smart money decisions, being the center of small business growth, and disrupting the small business mid-market.

Role Summary:

As the Director, Compensation, you will be a key architect of our strategy through compensation program leadership and business consulting. This is a critical and high-visibility role with significant impact, requiring strong collaboration across the organization and deep external market insights. You will partner with and lead business and HR leaders to ensure our compensation programs and processes are strongly linked to our business and people strategies. You will lead through influence, building support and driving change across teams, in addition to directly managing key company programs and a dedicated team. Your success will depend on your broad range of experiences and your ability to integrate across people and talent programs while driving key capabilities and priorities.

Responsibilities

• Strategic Leadership and Business Consulting: Partner with and lead business and HR leaders to align compensation programs and processes with business and people strategies. Act as a key architect of Intuit's overall strategy through compensation program leadership.
• Program Development and Management: Lead the design, implementation, and administration of Intuit's compensation programs, including base salary, bonus and other short-term incentive plans, stock plans, and other specialized and targeted compensation tools such as retention and recognition awards.
• Total Rewards Integration: Think and operate as an integrated Total Rewards team, not separate Compensation and Benefits teams, and as broader partners across people and talent programs.
• Capability Building: Contribute to building key Total Rewards capabilities, including process clarity and improvement, operating with excellence, improving communication with senior executives, and fostering an integrated team approach.

Compensation Team Priorities:

• Ensure employees have a deeper understanding of our compensation programs, principles, philosophy, competitiveness, and the value delivered to them.
• Assess, design, and advise leaders on compensation programs for Sales and the Seasonal Tax Expert population.
• Govern and enable our newly refreshed Job Architecture to maximize its value.
• Partner with the Talent Development and People Experience teams on Performance Management and related processes.
• Manage a flexible resourcing model for M&A and post-merger integration.
• Continuously improve our pay fairness review processes to ensure we maintain compliance and implement best practices.
• Performance Linkage: Create a meaningful link between rewards and business, team, and individual performance. Reward the right results and behaviors by balancing both the “what” and the “how.”
• Reward Differentiation: Differentiate rewards to reflect performance and impact.
• Market Competitiveness: Provide attractive and market competitive reward opportunities.
• Reputation Building: Reinforce Intuit's reputation as a great place to work through our compensation programs.
• Transparency and Communication: Ensure transparency so employees understand and value our programs and know they are being paid fairly and competitively. Ensure effective written materials, presentations, and story-telling with data when communicating with and presenting to senior executives.
• Process Improvement: Drive process clarity and improvement related to various compensation processes (e.g., year-end, mid-year, job offers, off-cycle rewards, job evaluations).
• Operational Excellence: Ensure programs are run with excellence in partnership with HR delivery, technology, and other teams, and drive continuous improvement and scaling to support evolving company needs.
• Collaboration and Influence: Lead through influence, building support and driving change across teams. Collaborate across the organization to ensure alignment.

Qualifications

• 15+ years of experience in Compensation leadership roles. 
• Proven ability to develop and implement compensation strategies that align with business objectives, including specialized incentive programs for Sales and other employee groups as appropriate.
• Deep understanding of various compensation programs and best practices, ideally from publicly traded SaaS companies.
• Strong business acumen and the ability to link compensation to business and people strategies, Additionally, a background that demonstrates the ability to integrate across people and talent programs.
• Experience partnering with and influencing business leaders and HR partners.
• Excellent communication (written and verbal), presentation, and data storytelling skills, including the ability to communicate complex information clearly to diverse audiences.
• Experience managing and developing a team.
• Strong analytical and problem-solving skills.
• Knowledge of relevant US and international compensation regulations and best practices.
• Experience with M&A and post-merger integration.
• Demonstrated ability to drive change and build credibility with business leaders and stakeholders.
• Experience in assessing and improving compensation programs and processes.

Location: Ideal location will be in Mountain View, CA or San Diego, CA.  Potential consideration for Atlanta, GA or Plano, TX.