We are seeking a Principal Learning & Development Technologist to help build the next generation of executive and manager development, designed for the future of work. This role exists to move us beyond event-based, one-size-fits-all programs and toward curated, in-the-flow microlearning and performance support that meets leaders in the moments that matter.
You will set the vision, define the roadmap, and drive execution. You will also operate like a builder: rapidly prototyping and scaling scrappy, high-impact solutions that reduce friction, increase relevance, and improve adoption. You’ll partner closely with the broader Executive and Manager Development Team along with partners and stakeholders to identify where managers and executives struggle in real work, then translate those needs into a modern enablement ecosystem that combines content, signals, and intelligent delivery.
A core part of this role is working with HR Tech, IT, and Engineering to design and deliver the technical foundation for “learning in the flow of work”, including integrations, automation, and AI agents that surface the right guidance at the right time inside the tools leaders already use. The goal is a seamless, data-informed experience that enables leaders continuously, not episodically.
In short, you will own the strategy and help architect a system where development is personalized, embedded, and actionable, not something people have to step away from work to access.
Responsibilities
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Own the strategy and roadmap to shift manager and executive development from episodic programs to continuous, in-the-flow enablement to drive the future of work transformation.
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Define the north star experience for curated microlearning, performance support, AI-enabled guidance, and high-impact simulations.
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Apply a product mindset to identify “moments that matter,” rapidly prototype, and scale scrappy, high-impact solutions that reduce friction and increase relevance.
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Partner with HR Tech, IT, and Engineering to build manager and executive AI agents, integrations, and automation that deliver trusted guidance and next-best actions inside everyday workflows.
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Collaborate with the broader Talent Development team and SMEs on content strategy and creation, ensuring agents and simulations are grounded in validated leadership content (this role owns the system and delivery model, not all content).
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Drive adoption and measurable outcomes through change leadership, feedback loops, and data-driven iteration.
Qualifications
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8+ years experience across Learning & Development / Talent Enablement and learning technology, product, HR systems, or business systems (Principal-level scope).
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Demonstrated ability to own strategy and drive transformation in ambiguous environments, setting direction, building roadmaps, and delivering outcomes.
Strong product/experience orientation: you’ve built solutions iteratively (MVP- scale) and are fluent in user needs, journeys, testing, and adoption loops.
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Experience designing learning in the flow of work (performance support, microlearning, role-based curation, nudges, workflow-embedded enablement).
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Proven ability to partner with technical teams and translate needs into requirements, integrations, and scalable system designs.
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Comfort operating as a scrappy builder: prototyping quickly, using lightweight tools, and finding pragmatic paths to impact.
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Strong understanding of adult learning and performance principles, applied in modern digital and hybrid contexts.
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Track record of leading cross-functional initiatives through influence (HR, product, engineering, analytics, comms), without needing direct authority.
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Bachelor’s degree in a relevant field.
Preferred / Differentiators
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Familiarity with agent development concepts and partnering with teams building them.
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Experience with enterprise learning ecosystems (e.g., Docebo, Degreed, LMS/LXP), plus collaboration/work tools integrations (Slack, ServiceNow, Salesforce).
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Strong data fluency: experimentation mindset, instrumentation, dashboards, and outcome measurement beyond completion metrics.
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Change management and communications strength, able to land new ways of working with leaders and busy managers.
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:
Bay Area California $229,000-$309,500
San Diego California $215,500-$287,500
