Principal, Talent Management

Overview

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  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.

What You ll Lead

• 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.

• 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.

• 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.

• 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.

What You ll 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…