Staff, Performance Management & Development Learning & Enablement Lead

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.

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.

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.

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.

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.

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.