Principal, People M&A Lead & HR Business Partner

Come join Intuit's People & Places organization as a Principal HR Business Partner, People M&A.

Acquisitions accelerate Intuit's strategic priorities, and their success depends on more than closing the deal: a clear People strategy, early identification of talent and workforce risk, disciplined cross-functional execution, and a transition experience that keeps incoming teams engaged and focused on delivering the deal's intended value.

In this role you are the senior People partner and accountable integrator for a portfolio of acquisitions and strategic transactions, leading the People workstream from early target assessment through due diligence, close, Day 1, and post-close integration. Partnering with Corporate Development, Legal, Finance, business leaders, aligned HRBPs, and People & Places centers of excellence, you translate each deal's thesis into an integrated organization, talent, rewards, and employee-experience strategy, and you own and evolve Intuit's People M&A Playbook so each transaction executes faster and better than the last.

You will not personally execute every functional activity. You set direction, mobilize partners, establish governance, drive decisions, surface risks, and ensure People commitments are delivered. You bring credibility with executives, frame issues in terms of business value and talent risk, challenge assumptions constructively, and operate with discretion and composure in confidential, ambiguous, time-sensitive environments.

Responsibilities

Lead the People workstream end to end

• Serve as the accountable People lead for a portfolio of acquisitions and strategic transactions, from early target assessment and pre-LOI planning through diligence, signing, close, Day 1, and post-close integration, often across multiple deals at different stages.

• Establish the People M&A operating model for each deal (workstream structure, decision rights, governance cadence, integrated plan, budget, and risk log), scaled to deal type, size, geography, and complexity.

• Mobilize and sequence specialists across People & Places COEs (HRBPs, Rewards, TA, People Ops, ER, HR Legal, People Systems, Payroll, Benefits, Immigration/Mobility, Workplace, Comms) and deal partners (Corp Dev, M&A Legal, Finance, Tax, IT, Security) so upstream decisions land before downstream execution begins.

• Maintain strict confidentiality and controls over deal disclosure, data-room access, and employee information.

Translate deal strategy into People strategy and diligence

• Partner with Corp Dev, Finance, Legal, and business sponsors to understand the deal thesis and value drivers, and build an integrated People strategy spanning org design, leadership, talent, workforce and location, culture, rewards, retention, and employee experience.

• Set an early integration hypothesis: what integrates at close, what incubates or transitions over time, and what must be preserved.

• Direct and synthesize People due diligence (org and talent, leadership and culture, comp and equity, benefits, ER and employment practices, labor and immigration, contingent workforce, payroll, HR systems and data, workplace) into clear risk assessments, cost estimates, and executive recommendations.

• Provide People inputs to the LOI, term sheet, purchase agreement, disclosure schedules, closing conditions, and retention arrangements; escalation material risks early enough to influence deal structure, valuation, or timing.

Shape the organization, talent, and acquired-employee experience

• Lead leadership, culture, and talent assessments; identify founders, executives, and deal-critical talent; and design short- and long-term org structures, reporting relationships, and workforce plans.

• Coordinate mapping of incoming employees into Intuit's job architecture and, with Rewards, Finance, Legal, and TA, develop compensation, equity, retention, relocation, and employment recommendations, ensuring decisions are documented, approved, and reflected in offers, data, and financial models.

• Own the end-to-end employee transition experience (announcement, change-impact assessment, communications, offers, onboarding, assimilation), with high-touch treatment for founders, executives, and deal-critical talent and appropriate handling of full-time, fixed-term, transitional, and contingent populations.

• Prepare managers and leaders to support incoming employees, and establish listening and escalation channels to catch experience breakdowns and retention risks early.

Ensure data, systems, and Day 1 readiness

• Establish a secure, reconciled single source of truth for employee, job, compensation, offer, and immigration data, with clear ownership, access controls, and privacy standards.

• Coordinate data migration and HR technology readiness across People Systems, Payroll, Benefits, TA, IT, Security, and external providers, including testing, cutover, exception handling, and post-close audit, so employees have pay, benefits, systems, and support on Day 1.

Drive post-close integration and value realization

• Govern the 30/60/90-day through 12-month People integration plan with business leaders and aligned HRBPs, covering org integration, leadership effectiveness, retention, culture, location strategy, and hiring.

• Track People outcomes (offer acceptance, critical-talent and overall retention, engagement, attrition, hiring progress, milestone and budget performance), connect them to deal value-realization measures with Corp Dev and Finance, and drive recovery plans when results are off track.

• Execute a structured handoff to aligned HRBPs and long-term functional owners with documented decisions, commitments, risks, and open actions.

Evolve the People M&A Playbook and capability

• Deploy the Playbook with judgment about what to expand, streamline, or omit per deal; run post-transaction retrospectives; and convert lessons into improved processes, templates, decision frameworks, dashboards, and data standards.

• Apply automation and AI-enabled tools to accelerate analysis, documentation, reporting, job mapping, and workflow while protecting confidential deal and employee information.

• Train and coach HRBPs, COEs, and deal-team members on People M&A roles, decision rights, confidentiality, and execution standards; during lower deal volume, lead M&A readiness, pipeline planning, and other strategic People initiatives.

Qualifications

Preferred Qualifications

• 5+ years directly leading People/HR M&A transactions across a range of deal types (talent, technology, operating-company, large-scale integration) and structures (divestitures, carve-outs, joint ventures, minority investments).

• Global or multi-country acquisition experience, including local employment requirements, consultation obligations, works councils, immigration, and cross-border compensation.

• Experience building a People M&A function, playbook, or governance infrastructure from the ground up.