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Overview

At the heart of Intuit’s success is a high-performance culture powered by our Performance Management & Development (PM&D) system. Our end-to-end PM&D system includes setting clear, bold goals, evaluating the ongoing performance of employees against their goals, providing ongoing coaching and feedback, assigning ratings at mid-year and year-end, rewarding employees with differentiated compensation, and helping employees meet their career goals. We believe that when employees have clarity on their impact and a clear path for growth, they do the best work of their lives—which, in turn, drives our business forward.

Our Mid-Year and Year-End processes are the most critical moments in our performance and talent management calendar. These are high-stakes periods where performance, ratings, and rewards intersect to bring our pay-for-performance philosophy to life. As the Principal Program Manager, Performance Management and Development, you are the driver of these moments. You won’t just run a process; you will drive company-wide impact by ensuring we design and deliver world-class employee experiences. 

You will balance strategic direction with operational excellence, collaborating deeply with HRBPs, People Analytics, Tech, Learning, and Executive Leadership to ensure our talent practices are data-driven and future-ready.

Responsibilities

Mid-Year and Year-End Performance Design & Delivery

• Own the end-to-end design and delivery of Intuit's Mid-Year and Year-End performance cycles — including calibration, ratings, distribution guidance, talent reviews, and pay-for-performance rewards alignment and conversations.

• Serve as a subject matter expert in our PM&D system, translating talent strategy into operational excellence. 

• Define and own the roadmap for the Mid-Year and Year-End processes — identifying tradeoffs, sequencing delivery, and ensuring every initiative connects to accelerating talent and business outcomes.

• Build and maintain a durable, agile operating model: clear playbooks, streamlined workflows, business-relevant timelines, and a process that scales efficiently and improves year over year.

AI-Enabled Innovation & Data Intelligence

• Partner with Product and Tech teams to define AI-enabled use cases, establish fairness and governance guardrails, and drive adoption that changes manager and employee behavior and drives talent outcomes.

• Partner with People Analytics to modernize reporting and data intelligence — embedding key talent signals directly into workflows so leaders make faster, better-informed decisions.

• Define and track the metrics that connect performance and talent processes to talent outcomes, retention, engagement, and business performance.

Cross-Functional & Change Leadership

• Work directly with executive sponsors to address program risks, build buy-in for key decisions, and translate complex data into strategic recommendations that drive action at all levels.

• Lead and align matrixed project teams across Rewards, Analytics, Learning, HRBPs, Tech/Product, and Communications — ensuring seamless, end-to-end PM&D program delivery across the enterprise.

• Formulate and execute change strategies for large-scale program shifts — managing stakeholder relationships at all levels and instilling confidence and change adoption in the direction.

Qualifications

• 7–10+ years in Talent or Performance Management, HRBP, Program Management, Organizational Development, or HR Operations with a proven track record driving large-scale performance or talent cycles at a global or enterprise level.

• Deep subject matter expertise in performance management — talent review/calibrations, rating philosophy, pay-for-performance design, and bias mitigation in talent decisions.

• Exceptional ability to translate high-level talent philosophy into flawless operational delivery without losing strategic intent or attention to the details that matter.

• Advanced data literacy: fluent in talent analytics, capable of building executive-ready narratives from complex data, and skilled at teaching business leaders how to use data in talent decisions.

• High proficiency with AI tools and an informed point of view on how AI is reshaping performance management — including its potential benefits and risks. Experience with AI-enabled HR tech platforms and tools.

• Strong product, design, and systems thinking applied to performance and talent program design with a track record of driving simplicity, scalability, and exceptional end-to-end employee experiences.

• Outstanding communication, influence, and stakeholder management skills — credible presenting to HR and business executives and tech, product, and analytics partners.

• Proven ability to lead through ambiguity, drive alignment across competing priorities, and simplify complex systems into scalable, durable solutions.

• Bachelor’s degree in HR, Organizational Psychology, Business, or a related field. Master’s or MBA preferred.

Intuit provides a competitive compensation package with a strong pay for performance rewards approach. This position may be eligible for a cash bonus, equity rewards and benefits, in accordance with our applicable plans and programs (see more about our compensation and benefits at [1] Intuit®: Careers | Benefits). Pay offered is based on factors such as job-related knowledge, skills, experience, and work location. To drive ongoing fair pay for employees, Intuit conducts regular comparisons across categories of ethnicity and gender. The expected base pay range for this position is: 
Bay Area California $194,000- 262,000 
Southern California $178,000- 241,000 
References Visible links 1. https://www.intuit.com/careers/benefits/full-time-employees/