Staff, Performance Management & Development Learning & Enablement Lead

Overview Intuit’s Performance Management & Development (PM&D) system is the engine behind our high-performance culture — from bold goal-setting and continuous feedback to mid-year and year-end cycles that bring our pay-for-performance philosophy to life. Every Intuit employee, across thousands of people worldwide, experiences these cycles. Getting them right requires not just great process design, but great learning design. Overview Intuit’s Performance Management & Development (PM&D) system is the engine behind our high-performance culture — from bold goal-setting and continuous feedback to mid-year and year-end cycles that bring our pay-for-performance philosophy to life. Every Intuit employee, across thousands of people worldwide, experiences these cycles. Getting them right requires not just great process design, but great learning design. As the Performance Management and Development Learning & Enablement Lead, you are the learning designer of how every manager and employee understands and succeeds in Intuit’s talent cycles. You won’t just build training — you will shape the behaviors, mindsets, and capabilities that drive our most critical talent moments. You will design world-class learning experiences, build a library of enduring enablement resources, and lead change enablement approaches that turn performance and talent management from a process people navigate into a capability people put in practice. This is a high-impact individual contributor role at the intersection of instructional and learning design, talent management, AI-enabled innovation, and change management. You will collaborate deeply with program leads, tech/product partners, HRBPs, Communications, Diversity & Inclusion, Manager Development and Learning partners, and senior HR leaders to design and deliver effective learning experiences. Responsibilities Learning Design & Instructional Excellence You will be the lead in translating performance management and development processes into learning experiences that change behavior — not just inform. You will own the full instructional design lifecycle for PM&D enablement: Design and deliver dynamic, evidence-based learning experiences — live, virtual, and asynchronous — for managers and employees at every stage of the performance cycle (goal setting, check-ins, mid-year, year-end, talent reviews/calibration, and compensation conversations). Apply adult learning principles, cognitive load theory, and behavioral science to create learning that is immediately applicable in the flow of work. Develop a comprehensive, curated library of performance management and compensation enablement resources: manager guides, playbooks, toolkits, job aids, scenario-based e-learning modules, video content, and FAQs — ensuring every resource is accessible, inclusive, and measurable. Integrate PM&D learning into Intuit’s broader L&D ecosystem, partnering with the L&D team to embed performance management capability-building into onboarding, manager development programs, and leadership curricula. Define learning success metrics and rigorously measure the effectiveness of every program — using data to continuously improve and demonstrate business impact. AI-Enabled Learning Innovation You will be a key partner in how AI reshapes performance enablement at Intuit: Partner with Product and Tech teams to embed AI-powered coaching nudges, real-time guidance, and personalized learning moments directly into the platforms where managers and employees work. Design enablement strategies that help managers and employees understand, trust, and effectively use AI-enabled features within PM&D tools and systems. Stay ahead of emerging AI applications in learning design, bringing a well-informed, grounded perspective on where AI adds genuine value for learning experiences and outcomes. Content Creation & Lifecycle Management Own and maintain Intuit’s PM&D content library — ensuring all materials are current, relevant, and aligned with the latest performance and compensation philosophy, policy, and process updates. Enable agentic support models and knowledge management to meet employees and managers in the flow of their work — providing answers to FAQs and the process information they need, exactly when they need it. Develop content strategies that meet employees and managers where they are: mobile-friendly resources, just-in-time job aids, and self-serve learning hubs that reduce dependency on HRBPs and encourage self-service. Partner with a central learning designer experts to produce polished, professional content at scale — maintaining Intuit’s brand standards and voice. Ensure every piece of content is accessible and inclusive, meeting standards and designed with diverse learner needs in mind. Change Management & Communications Partnership You will be a trusted partner to drive change for performance and talent processes: Partner on change management strategy and execution for all PM&D cycle updates, new program launches, process improvements, and AI-enabled innovations — from stakeholder mapping through adoption measurement. Partner on PM&D program communications — cycle launch announcements, HRBP enablement, manager guides, Insight pages, and FAQs — tailored to each audience. Serve as a key point of contact for PM&D-related learning and enablement issues or escalations from HRBPs, managers, and employees. Monitor adoption and behavior change, adjusting change approaches based on real-time feedback and engagement data. Performance Cycle Enablement & Support Partner with the PM&D program leads to design the enablement strategy for every major performance cycle — ensuring managers and employees have the skills, knowledge, and confidence to participate effectively. Provide real-time guidance and support resources during active performance cycles, assessing learning gaps and developing content when needs emerge. Analyze performance cycle data, HRBP feedback, and employee listening signals to identify recurring capability gaps and design learning solutions that address root causes — not symptoms. Design and facilitate live enablement sessions (workshops, Q&As) for managers and HR partners during key cycle moments. Cross-Functional Collaboration & Stakeholder Leadership Lead enablement workstreams within matrixed project teams spanning PM&D and Rewards Program Leads, Diversity & Inclusion, L&D, Communications, HRBPs, and Product & Tech — aligning on priorities, managing dependencies, and driving accountability. Manage project timelines, deliverables, and stakeholder communications for all enablement initiatives — ensuring on-time, high-quality delivery even in fast-moving, ambiguous environments. Conduct regular stakeholder feedback loops to surface insights, address pain points, and continuously raise the bar on the enablement experience. Qualifications Required Qualifications 3-5+ years of experience in Learning & Development or HR Program Management with a strong track record of taking programs from design to enterprise-scale delivery. Experience in instructional design — including adult learning theory, cognitive load management, blended learning design, and evidence-based approaches to behavior change. 2+ years of hands‑on content creation and change management experience, with a portfolio of learning assets (e-learning modules, manager guides, toolkits, facilitation guides) you’ve designed and delivered. Proven ability to translate high‑level talent philosophy and performance management strategy into learning experiences that build the right capabilities. Strong data literacy: comfortable analyzing program effectiveness data, interpreting engagement and talent analytics, and building clear, executive‑ready narratives from complex data. High proficiency with AI tools and a grounded, informed perspective on how AI is reshaping learning design — including its benefits, limitations, and risks. Outstanding communication and influence skills — credible and compelling when presenting to HRBPs, managers, and individual contributors. Strong facilitation capabilities anchored in learning design principles. Proven ability to lead through ambiguity, manage competing priorities, and simplify complex systems into scalable, durable, and delightful employee experiences. Demonstrated ability to build trusted cross‑functional relationships and lead matrixed teams in fast‑paced, global environments. Bachelor’s degree in Human Resources, Education, Instructional Design, Business, or a related field. Preferred Qualifications Certification in instructional design (ATD, CPTD, or similar) or change management (Prosci, CCMP, or similar). Familiarity with product or design thinking methodologies applied to learning experience design. Experience embedding AI‑powered features into HR or learning platforms, including defining user adoption strategies and equity guardrails. 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 Mountain View $166,000 - $224,500 San Diego, CA $150,000- $202,500 #J-18808-Ljbffr Intuit