Principal Program Manager, Performance Management & Development

Principal Program Manager, Performance Management and Development

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.

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.