Job description

Description Intuit is seeking an experienced Product Manager to join our People Data & Analytics team. Our team partners closely with Intuit's HR leaders, COEs, HR and Finance business partners to deliver the data, reporting, and technology that shape our people strategies and elevate decision-making across the company. As a Product Manager for Workforce Planning, you will own the product vision, roadmap, and delivery for the data definitions, data models, reporting layer, governance intelligence, analytics and technology that supports the planning process. Today this work runs across multiple workstreams spanning data, analytics, modeling, data governance, and analytics products. You will bring them together under a single roadmap and a shared set of data standards, so that workforce planning is supported by durable systems rather than manual effort . The role links workforce strategy to the tools and data that put it into practice. You will own the product and technology layer that workforce planning runs on, in close partnership with the teams that own workforce planning strategy and cycle design. Responsibilities Key Focus Areas Product Strategy • Define the product vision, strategy, and multi-year roadmap for the workforce planning data, analytics and technology ecosystem, including the headcount and requisition data model, planning and forecasting inputs, organizational effectiveness measures, and the insights and analytics that inform leadership decision forums. • Identify and prioritize the unsolved problems of the leaders, HR partners, planners, and Finance teams we build for, using first-hand interviews, experimentation, behavioral signals, and adoption data to deepen understanding of what they actually need rather than what they ask for. • Set business outcome objectives that tie to the roadmap, grounded in a deep understanding of how Intuit plans, organizes, and funds its workforce. • Build the business cases that guide leadership decisions on the ecosystem's evolution, including build versus buy, and benchmark how Intuit's workforce planning data, analytics, and technology compare to what leading companies have built. • Influence adjacent roadmaps across People & Places and Finance so planning works end to end for the leaders and partners who use it, rather than fragmenting tool by tool. Product Execution • Define roadmaps and goals with dependencies across data products, data science, and analytics, and lead the cross-functional team to deliver a high-quality end-to-end experience. • Translate the needs of HR, Finance, Talent Acquisition, Biz Ops and business leaders into functional and technical requirements, sequencing decisions, and delivery plans, and hold accountability for what ships and when. • Own backlog prioritization, manage dependencies, and drive delivery in an agile fashion: go broad to go narrow, build, test, iterate. • Drive improvements across data, analytics, tools, and systems that span multiple domains of the planning ecosystem, consolidating parallel efforts rather than adding to them. • Define and analyze the success measures for the ecosystem, reporting on adoption, data quality, and decision impact, retiring what is not used and investing where it is. Technology and AI Fluency • Translate business requirements to facilitate technical decisions and trade-offs, with an AI-first mindset. • Partner with the broader ecosystem to consolidate parallel workstreams into a coherent ecosystem with shared definitions, common data standards, and a single source of truth for planning and headcount measures. • Set and maintain the data standards behind workforce planning measures, and partner across functions to reconcile competing definitions rather than maintaining parallel versions of the truth. • Scope and prioritize AI-enabled capabilities across the ecosystem, including conversational access to workforce data and agentic workflows, with a clear approach to data boundaries, access model, evaluation, and measurement at each stage of phased testing and rollout. • Bring governance intelligence into the solutions, so that planning and requisition decisions can be evaluated against the plan at the point of decision, with clear paths for what clears automatically and what routes to a human. • Analyze data with depth to identify the trends and patterns that should shape product decisions, using established access and trust models for sensitive workforce data in partnership with HR, Legal, Privacy, and Security. Decision-Making and Influence • Set a clear vision and accelerate multiple teams through prototypes and working artifacts rather than documents alone. • Drive complex strategic decisions across multiple teams based on data, user input, and business needs. • Build alignment across HR, Finance, Talent Acquisition, Places, and the business on the measures the company plans against, and resolve the places where the same number is counted differently. • Influence through storytelling and negotiation, actively seeking feedback to build shared understanding of ideas, requirements, and impact across HRBPs, Business, Finance, Talent Acquisition, Places, and technology partners. • Drive change management, stakeholder alignment, and adoption for new capabilities. • Proactively identify when priorities, requirements, or new learnings call for a change in plan, and lead the adaptation rather than absorbing the drift. Qualifications Qualifications • 8+ years working across People Analytics and/or Workforce Planning, with hands-on ownership of the data, models, and technology those functions run on. • Proven experience as a Product Manager owning a roadmap, backlog, and delivery for data, analytics, or planning products, or equivalent experience leading end-to-end delivery. • Direct experience with workforce planning models, processes and forecasting, including headcount, attrition, and hiring models, scenario modeling, and translating a financial envelope into headcount. • Experience implementing workforce planning or HR technology end to end, from selection or build through integration, rollout, and adoption. Working knowledge of Workday, Avature, or comparable systems. • Deep familiarity with workforce data models and definitions, and a track record of consolidating fragmented reports, models, and tools into a governed ecosystem where HR, Finance, and the business plan against the same numbers • Experience scoping AI-native or agentic experiences, with a clear point of view on governance, evaluation, and measurement. • Demonstrated ownership of data governance frameworks, data quality standards, and access and trust models for sensitive workforce data, developed in partnership with HR, Legal, Privacy, and Security. • A consultative approach with senior stakeholders: advising on how planning data, analytics, and tooling should work, driving alignment where definitions conflict, surfacing trade-offs early, and communicating clearly with both leadership and delivery teams. • Technical depth and curiosity: comfortable in SQL, able to reason about data models and pipelines, and a credible participant in architecture discussions. This is not a requirements-gathering-only role. 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 $205,500 - $278,000 San Diego, CA $189,500- $256,000

Requirements

Must-haves

Key Focus Areas
Product Strategy
Set business outcome objectives that tie to the roadmap, grounded in a deep understanding of how Intuit plans, organizes, and funds its workforce.
Influence adjacent roadmaps across People & Places and Finance so planning works end to end for the leaders and partners who use it, rather than fragmenting tool by tool.
Product Execution
Define roadmaps and goals with dependencies across data products, data science, and analytics, and lead the cross-functional team to deliver a high-quality end-to-end experience.
Translate the needs of HR, Finance, Talent Acquisition, Biz Ops and business leaders into functional and technical requirements, sequencing decisions, and delivery plans, and hold accountability for what ships and when.
Own backlog prioritization, manage dependencies, and drive delivery in an agile fashion: go broad to go narrow, build, test, iterate.
Drive improvements across data, analytics, tools, and systems that span multiple domains of the planning ecosystem, consolidating parallel efforts rather than adding to them.
Define and analyze the success measures for the ecosystem, reporting on adoption, data quality, and decision impact, retiring what is not used and investing where it is.
Technology and AI Fluency
Translate business requirements to facilitate technical decisions and trade-offs, with an AI-first mindset.
Partner with the broader ecosystem to consolidate parallel workstreams into a coherent ecosystem with shared definitions, common data standards, and a single source of truth for planning and headcount measures.
Set and maintain the data standards behind workforce planning measures, and partner across functions to reconcile competing definitions rather than maintaining parallel versions of the truth.
Decision-Making and Influence
Set a clear vision and accelerate multiple teams through prototypes and working artifacts rather than documents alone.
Drive complex strategic decisions across multiple teams based on data, user input, and business needs.
Build alignment across HR, Finance, Talent Acquisition, Places, and the business on the measures the company plans against, and resolve the places where the same number is counted differently.
Drive change management, stakeholder alignment, and adoption for new capabilities.
Proactively identify when priorities, requirements, or new learnings call for a change in plan, and lead the adaptation rather than absorbing the drift.
8+ years working across People Analytics and/or Workforce Planning, with hands-on ownership of the data, models, and technology those functions run on.
Proven experience as a Product Manager owning a roadmap, backlog, and delivery for data, analytics, or planning products, or equivalent experience leading end-to-end delivery.
Direct experience with workforce planning models, processes and forecasting, including headcount, attrition, and hiring models, scenario modeling, and translating a financial envelope into headcount.
Experience implementing workforce planning or HR technology end to end, from selection or build through integration, rollout, and adoption. Working knowledge of Workday, Avature, or comparable systems.

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agilegoaisql

Platform: career-feeds
Effort: medium

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