Job Description

The Opportunity

At the heart of Intuit's success is a high-performance culture where our people are our greatest competitive advantage. 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. As AI reshapes how work gets done and how quickly skills evolve, the ability to identify, develop, and move our best talent to where it matters most has become one of the most strategic capabilities we can build.

As the Principal, Talent Management, you will own the enterprise strategy and delivery for the programs that shape how careers grow at Intuit: succession planning, high-potential identification and development, and career frameworks. You won't just run programs; you will define the “ideal state” for how we build our leadership bench and unlock talent at scale. You will balance strategic direction with operational excellence, collaborating deeply with HRBPs, People Analytics, Learning, Tech/Product, and Executive Leadership to ensure our talent practices are data-driven, AI-enabled, and future-ready.

This is a high-stakes, Principal-level role designed for a leader who thinks longer-term, not just cycles — and who can turn talent philosophy into experiences that managers and employees actually use.

Responsibilities

What You'll Lead

Succession & Leadership Bench Strategy

• Own the end-to-end design and delivery of Intuit's succession planning — defining critical roles across key layers of the organization, building role-specific success profiles, and maintaining a living view of successor readiness and pipeline health.
• Partner with executives and HRBPs to calibrate potential and translate bench-strength gaps into concrete development actions.
• Move the organization from static succession to dynamic, continuously refreshed talent intelligence — so leaders can answer “who can step into this critical role in 6–12 months?” with confidence and data.

High-Potential Identification & Development

• Define Intuit's philosophy and framework for identifying high-potential talent — blending performance, skills, and behavioral signals to surface future leaders, including those who don't fit a traditional or highly-visible leadership profile.
• Design and scale HiPo development experiences in partnership with learning and development teams grounded in how leadership capability is actually built: stretch assignments, expanded scope — not learning programs alone.
• Embed fairness and bias mitigation into every potential and readiness decision, ensuring our investments reach the full breadth of Intuit talent.

Careers and Skills-Integrated Frameworks

• Own the strategy for careers and pathways that make growth transparent and where every employee can see a credible next move.
• Define how craft skills and development planning sit at the heart of the career and talent conversations across the employee lifecycle.

Cross-Functional & Change Leadership

• Work directly with executive sponsors and key stakeholders to address program risks, build buy-in for key decisions, and translate data into strategic recommendations that drive action.
• Lead and align cross-functional teams across HRBPs, Rewards, Learning, Analytics, Tech/Product, and Communications to deliver seamless, end-to-end talent programs across the enterprise.
• Formulate and execute change strategies for large-scale program shifts — managing stakeholder relationships at all levels and instilling confidence and adoption in the direction.

Qualifications

What You Bring

• 7–10+ years in Talent Management, Talent/Leadership Development, HRBP, Organizational Development, or HR strategy, with a proven track record driving large-scale succession, high-potential, career, or mobility programs at a global or enterprise level.
• Deep subject-matter expertise across the talent lifecycle — succession planning, potential assessment (e.g., 9-box and modern equivalents), career architecture, skills-based talent practices, and bias mitigation in talent decisions.
• A strategic talent leader who designs talent strategies as direct catalysts for business outcomes — while still delivering flawless operational execution.
• Advanced data literacy: fluent in talent analytics, able to build 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 talent management, talent intelligence, internal marketplaces, and skills with a grounded understanding of where AI adds value and where guardrails matter.
• Strong product mindset, along with design and systems thinking applied to talent program design, with a track record of driving simplicity, scalability, and exceptional end-to-end employee experiences.
• Outstanding communication, influence, and stakeholder management — credible presenting to HR and business executives and to 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.

Nice to Have

• Experience with talent intelligence, internal marketplaces, or succession platforms.
• Exposure to skills-based talent operating models.

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:

Mountain View $194,000 - $262,000

San Diego, CA $178,000- $241,000