Principal Program Manager, HR - Performance Management & Development System

Job Overview

Intuit’s People Experience team shapes experiences that maximize the potential of Intuit’s employees. Performance management and development is a core pillar of the People Experience team. It is focused on the end-to-end design and execution of the company’s end-to-end performance system. The system is critical to Intuit’s high-performance culture and Intuit’s ability to deliver on our Big Bets and accelerate innovation in creating AI-driven experiences to fuel the success of Intuit’s customers.

We believe in helping employees do the best work of their lives. We know success depends on empowering managers to actively manage the performance and growing their employees, leveraging our performance management and development system. That system includes setting clear goals, rigorously evaluating employees’ performance against goals, providing ongoing coaching and clear, actionable feedback, recognizing and rewarding employees with differentiated compensation based on their performance and impact, and helping employees meet career goals through growing skills, mobility moves, and promotions.

GenAI and automation have the potential to make great performance management easier and more seamless for employees and managers, if designed in the right way. We come to work every day excited about those possibilities and the challenges that come with managing performance and growing careers in a world that’s moving faster than ever before.

This role reports to our Director, Performance Management & Development System, and will be hybrid (2-3 days per week in our Mountain View, CA or San Diego, CA office).

Responsibilities

• Working with the Director, help design and continuously improve Intuit’s performance management and development system, using data to understand and drive change
• Apply domain expertise in performance/talent management practices to drive adoption of best practices
• Help define and measure input and output metrics and the data needed to understand and improve the experience employees are having in all aspects of our performance system (for example, promotions, quality of goals, quality and frequency of feedback, and understanding and trust in the fairness of our ratings and rewards mid-year and year-end processes)
• Execute with excellence on Intuit’s performance system and cycle each fiscal year, managing metrics for each step in the system and enabling processes like talent reviews
• Advocate for and teach leaders at all levels why performance management matters and how it helps grow careers and enables employees to do their best work
• Work across, influence, and inspire stakeholders in People & Places, including Total Rewards, Human Resources Business Partners, Talent Development, Talent Acquisition, Intuit’s People Analytics and Research Team and Technology teams, to deliver on our performance system in a way that is fully integrated and feels seamless to our employees, with the right level of manager and executive oversight and accountability
• Define and execute on the strategy to gather and respond to “voice of employee” on performance, as part of a broader re-imagination of the People & Places organization’s voice of employee strategy
• Experiment and innovate with automation and AI, including GenAI, to make it easier to manage and improve individual and team performance

Qualifications

• Proven track record of innovation in performance management practices, including design and transformation of practices, implementation of new technologies, increased automation, and AI-driven digital experiences
• Excellent communication and influencing skills, including using qualitative and quantitative data-based insights to change behavior
• Able to connect strategy with execution and execute with rigor in a fast-paced environment, working cross-functionally, and managing multiple priorities and initiatives
• Commitment to fostering a diverse, inclusive, and equitable workplace culture
• Strong analytical and problem-solving abilities, and demonstrated ability to shift between strategy and execution
• Demonstrated experience developing effective data and measurement strategies to assess how programs are working and drive improvements
• Able to influence and lead at scale in a centralized model, working with HR Business Partners, multiple Centers of Excellence, and with core business leaders and influencers