Expert Network Performance & Incentive Operations Leader

Overview The Expert Network is Intuit's largest and most complex people organization, spanning full-time, SelectTime, and seasonal employees across multiple incentive plans, performance programs, and business segments. As the organization's scale and strategic ambition grows, so does the need for a dedicated leader to ensure that business strategy is reliably translated into measurable performance expectations — and that those expectations are tracked, rated, and connected to compensation outcomes with consistency and accountability. Overview The Expert Network is Intuit's largest and most complex people organization, spanning full-time, SelectTime, and seasonal employees across multiple incentive plans, performance programs, and business segments. As the organization's scale and strategic ambition grows, so does the need for a dedicated leader to ensure that business strategy is reliably translated into measurable performance expectations — and that those expectations are tracked, rated, and connected to compensation outcomes with consistency and accountability. The Performance & Incentive Operations Leader is a newly created role within the Service Delivery Group, established as part of a broader Expert Network Governance Framework for performance and compensation programs. This leader owns the end-to-end performance measurement infrastructure: from partnering with Service Delivery leaders to define what 'good' looks like in each role, to driving the build of the dashboards and frameworks that give managers real-time visibility, to maintaining the source-of-truth documentation that anchors every governance and payout decision. Compensation administration (calculation and payout execution) sits separately; this role is the upstream engine that makes that administration possible. Responsibilities What You\'ll Do Translate Business Strategy into Measurable Performance Frameworks Partner with Service Delivery leaders across Expert Network Service Delivery organizations to define role-specific KPIs that reflect current business priorities — including productivity, quality, adoption, and revenue contribution Work with the Compensation Business Partner, HR Business Partner & Finance to determine which KPIs should be directly tied to incentive payouts, ensuring alignment between performance expectations and compensation design Establish bonus qualifiers, metric weightings, and ratings thresholds calibrated to each role's responsibilities and expected outcomes Oversee the process by which in-season performance data is translated into proposed ratings Own the Living Record and Drive Governance Operating Rhythm Build and maintain authoritative documentation for all Expert Network incentive programs — including plan design documents, eligibility lists, performance metric frameworks, and the history of approved amendments Serve as the integration point between approved governance decisions and operational execution, ensuring that documentation accurately reflects what has been ratified and serves as the source of truth for audit purposes Support the governance body — which includes Service Delivery Leaders, Total Rewards, HRBP, and Finance — by bringing structured proposals, clear documentation, and operational analysis to each governance checkpoint Propose and track improvements to the E2E process flow across all five workstreams: Design & Approval, Talent Acquisition alignment, In-Season Tracking, EoS Ratings, and Bonus Administration Define Performance Tracking Requirements and Enable Reporting Define the business requirements for what needs to be tracked and how performance data should be structured, then translate those requirements into clear specifications for the technology and analytics teams who build and maintain the underlying tools and dashboards Act as the accountable business owner for performance reporting — ensuring that what gets built reflects the right metrics, surfaces the right signals, and gives managers the visibility they need to act before end-of-season ratings cycles Identify gaps in current data availability or tracking fidelity and partner with the right teams to close them over time Qualifications What You\'ll Bring 7+ years of experience in compensation operations, sales operations, HR operations, or a closely related field — with demonstrated ownership of performance measurement or incentive program management Strong ability to translate ambiguous business goals into structured, measurable KPI frameworks — you are as comfortable in a whiteboard session with business leaders as you are building a tracking model Experience partnering across Finance, HR, and business stakeholders on programs with significant operational and financial stakes Proficiency with performance and workforce tools (experience with Workday, Salesforce-based ICM tools, or similar systems a plus) Strong data literacy and ability to define clear reporting requirements — you know what questions the business needs to answer and can translate that into specifications for the teams who build the tools Exceptional documentation discipline; you understand that a well-maintained source of truth is a strategic asset Excellent judgment about when to escalate and when to resolve — you are a steady, reliable operational presence in a complex environment Ability to operate strategically in a fast-paced, seasonal environment — you can zoom out to see the bigger picture while staying on top of the operational details that keep programs running Experience in a large, multi-workforce or seasonal workforce environment is a strong plus Footer 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 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: The Expected Base Pay Range For This Position Is San Diego $196,000 - $265,000 #J-18808-Ljbffr Intuit