Human Resources Manager Jobs at Intuit with Visa Sponsorship
Human Resources Manager jobs at Intuit support its technology and software workforce across compensation, talent acquisition, and employee relations. The company has a consistent track record of sponsoring work visas for qualified HR professionals, making it a realistic target if you need sponsorship to work in the U.S.
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People and Places technology is shifting from system-driven workflows to agentic, platform-enabled execution. AI agents increasingly drive how work gets done. Most efforts to date have focused on automating low-value tasks; the larger opportunity is to reimagine — not simply optimize — how work happens across People & Places.
We are looking for a manager to lead this reimagination. This role owns identifying the highest-value P&P workflows to redesign, partnering with COEs and HRBPs on what work should look like in an AI-first model, and translating that into agentic workflow patterns enabled through HR Tech, T4I, and strategic vendor partnerships. This is the center of excellence for AI-driven People & Places transformation: the team defines end-to-end workflows, decision points, and employee and candidate experiences, then partners with HR Tech and the Agentic Builder team to bring them to life.
Success on this role is not just throughput. While this work is expected to drive a 3x productivity gain across P&P, the deeper measure of success is whether employees, candidates, and managers experience meaningfully better interactions with HR — faster and clearer where it matters, and invisible where it doesn’t need to be seen at all.
Responsibilities
Workflow Reimagination & Opportunity Identification
- Systematically identify and size the highest-value P&P workflows for agentic reimagination, prioritizing high-cost, high-demand functions such as HRBPs, TA, and employee support
- Move beyond automating existing steps: define what work should be offloaded to agents, what remains human-led, and where judgment must stay with people
- Build and maintain a prioritized roadmap of workflow redesign opportunities across People & Places
COE & HRBP Partnership
- Partner with COEs, HRBPs, TA, Rewards, Talent, ER, Mobility, and People Analytics under a “build from the center, drive from the spokes” model — enabling, not gatekeeping, their own innovation
- Operate as a connective layer: help COEs scale their best ideas, solve complex cross-functional scenarios, and connect workflows to shared platforms and data
- Represent P&P’s process and experience agenda to senior stakeholders across HR Tech, T4I, and business partners
Agentic Workflow Design & Standards
- Define reusable workflow design methods, agentic solution standards, and governance pathways that COEs can adopt directly
- Translate future-state workflows into requirements for HR Tech, T4I, and the Agentic Builder team, ensuring solutions are connected to platforms and data rather than built in isolation
- Partner with strategic vendors to prototype agentic workflows, pressure-test assumptions, and bring outside-in thinking into the team’s patterns
Team Leadership
- Lead and integrate the merged Process & Experience Design team, combining the former Experience Solutions and Process Excellence functions into one cohesive capability
- Build a team of business analysts and experience designers capable of operating as builders — using AI tools directly, not functioning purely as intake
- Establish clear domain ownership and career paths for team members previously split across two organizations
Measurement & Scaling
- Define and track metrics for both productivity (progress toward 3x) and employee/candidate experience quality
- Establish a scalable operating rhythm for prioritization, delivery, and adoption of reimagined workflows across People & Places
Qualifications
- 8+ years of experience in business process design, experience design, product management, or a related discipline within HR, People Operations, or a similar function
- Demonstrated experience leading teams through significant workflow or operating model transformation, ideally involving AI, automation, or agentic technologies
- Strong working knowledge of core HR platforms (Workday, ServiceNow, Avature) and how agentic capabilities are being embedded within them
- Track record partnering effectively with centers of excellence and HR business partners without direct authority over their roadmaps
- People leadership experience, including integrating teams from different functional backgrounds (e.g., business analysis and experience design)
- Comfort operating in ambiguity, translating strategic direction into concrete workflow designs and requirements
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. 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 $237,500 - $321,500
Overview
People and Places technology is shifting from system-driven workflows to agentic, platform-enabled execution. AI agents increasingly drive how work gets done. Most efforts to date have focused on automating low-value tasks; the larger opportunity is to reimagine — not simply optimize — how work happens across People & Places.
We are looking for a manager to lead this reimagination. This role owns identifying the highest-value P&P workflows to redesign, partnering with COEs and HRBPs on what work should look like in an AI-first model, and translating that into agentic workflow patterns enabled through HR Tech, T4I, and strategic vendor partnerships. This is the center of excellence for AI-driven People & Places transformation: the team defines end-to-end workflows, decision points, and employee and candidate experiences, then partners with HR Tech and the Agentic Builder team to bring them to life.
Success on this role is not just throughput. While this work is expected to drive a 3x productivity gain across P&P, the deeper measure of success is whether employees, candidates, and managers experience meaningfully better interactions with HR — faster and clearer where it matters, and invisible where it doesn’t need to be seen at all.
Responsibilities
Workflow Reimagination & Opportunity Identification
- Systematically identify and size the highest-value P&P workflows for agentic reimagination, prioritizing high-cost, high-demand functions such as HRBPs, TA, and employee support
- Move beyond automating existing steps: define what work should be offloaded to agents, what remains human-led, and where judgment must stay with people
- Build and maintain a prioritized roadmap of workflow redesign opportunities across People & Places
COE & HRBP Partnership
- Partner with COEs, HRBPs, TA, Rewards, Talent, ER, Mobility, and People Analytics under a “build from the center, drive from the spokes” model — enabling, not gatekeeping, their own innovation
- Operate as a connective layer: help COEs scale their best ideas, solve complex cross-functional scenarios, and connect workflows to shared platforms and data
- Represent P&P’s process and experience agenda to senior stakeholders across HR Tech, T4I, and business partners
Agentic Workflow Design & Standards
- Define reusable workflow design methods, agentic solution standards, and governance pathways that COEs can adopt directly
- Translate future-state workflows into requirements for HR Tech, T4I, and the Agentic Builder team, ensuring solutions are connected to platforms and data rather than built in isolation
- Partner with strategic vendors to prototype agentic workflows, pressure-test assumptions, and bring outside-in thinking into the team’s patterns
Team Leadership
- Lead and integrate the merged Process & Experience Design team, combining the former Experience Solutions and Process Excellence functions into one cohesive capability
- Build a team of business analysts and experience designers capable of operating as builders — using AI tools directly, not functioning purely as intake
- Establish clear domain ownership and career paths for team members previously split across two organizations
Measurement & Scaling
- Define and track metrics for both productivity (progress toward 3x) and employee/candidate experience quality
- Establish a scalable operating rhythm for prioritization, delivery, and adoption of reimagined workflows across People & Places
Qualifications
- 8+ years of experience in business process design, experience design, product management, or a related discipline within HR, People Operations, or a similar function
- Demonstrated experience leading teams through significant workflow or operating model transformation, ideally involving AI, automation, or agentic technologies
- Strong working knowledge of core HR platforms (Workday, ServiceNow, Avature) and how agentic capabilities are being embedded within them
- Track record partnering effectively with centers of excellence and HR business partners without direct authority over their roadmaps
- People leadership experience, including integrating teams from different functional backgrounds (e.g., business analysis and experience design)
- Comfort operating in ambiguity, translating strategic direction into concrete workflow designs and requirements
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. 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 $237,500 - $321,500
See all 274+ Human Resources Manager Jobs at Intuit
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Get Access To All JobsTips for Finding Human Resources Manager Jobs at Intuit
Align Your HR Credentials to U.S. Standards
If you hold an international HR certification, pair it with a U.S.-recognized equivalent like SHRM-CP or PHR before applying. Intuit's HR roles frequently require demonstrated fluency in U.S. labor law and compliance frameworks, which overseas credentials alone won't signal.
Target Intuit's People Operations Hiring Cycles
Intuit tends to backfill and expand HR Manager roles ahead of its fiscal year planning periods. Applying in late summer or early fall puts you in front of hiring managers before headcount is locked, giving your application more runway before sponsorship timelines become a constraint.
Clarify Your Visa Category Early in Interviews
Australian citizens should flag E-3 eligibility in early screening calls. It simplifies the employer's sponsorship calculus significantly compared to H-1B, since it requires no lottery and can be filed year-round. Intuit's talent acquisition team is familiar with both pathways.
Understand How PERM Affects HR Manager Timelines
If you're targeting a Green Card through an EB-2 or EB-3 route, be aware that DOL's PERM process prohibits Intuit from giving preference to you over U.S. workers. Aligning your expectations with PERM's recruitment documentation requirements avoids surprises after an offer is extended.
Use Migrate Mate to Find Sponsored HR Openings
HR Manager roles with visa sponsorship at technology companies are rarely labeled as such in standard job postings. Use Migrate Mate to filter Intuit's open positions by sponsorship history so you're applying only to roles where sponsorship is a realistic outcome.
Negotiate Offer Timing Around H-1B Cap Deadlines
If you'll need H-1B sponsorship, USCIS opens registration in March for an October 1 start date. Ask Intuit's recruiting team whether an offer letter can be extended in time to register in the current cap year, since missing the window adds a full year to your start date.
Frequently Asked Questions
Does Intuit sponsor H-1B visas for Human Resources Managers?
Yes, Intuit sponsors H-1B visas for Human Resources Manager roles. HR management qualifies as a specialty occupation under USCIS standards when the position requires a bachelor's degree or higher in human resources, business, or a related field. Because H-1B is subject to an annual lottery, you'll want to confirm offer timing with the recruiting team well before the March registration window.
How do I apply for Human Resources Manager jobs at Intuit?
Applications go through Intuit's careers portal. Search for Human Resources Manager or People Operations Manager roles and filter by location. If you need visa sponsorship, Migrate Mate lets you browse Intuit's open HR roles specifically filtered by sponsorship track record, so you can prioritize positions where sponsorship is a realistic outcome rather than applying broadly.
Which visa types does Intuit commonly sponsor for Human Resources Manager roles?
Intuit sponsors H-1B visas for HR Managers as the primary nonimmigrant category. Australian citizens can pursue the E-3 visa, which avoids the lottery entirely. F-1 OPT and CPT are available for recent graduates in an HR-related program, and TN visa status is an option for Canadian and Mexican nationals in qualifying HR roles. Longer-term, Intuit supports EB-2 and EB-3 Green Card sponsorship through the PERM process.
What qualifications does Intuit expect for Human Resources Manager candidates?
Intuit typically requires a bachelor's degree in human resources, business administration, organizational psychology, or a closely related field, along with several years of progressive HR experience. For sponsorship purposes, your degree must align with the role's duties, since USCIS requires a direct relationship between your academic background and the specialty occupation being sponsored. HR certifications like SHRM-CP or PHR strengthen both the application and the sponsorship case.
How long does the visa sponsorship process take for an HR Manager role at Intuit?
Timeline depends on visa type. E-3 sponsorship can move quickly, often completing within a few weeks of offer acceptance since there's no lottery. H-1B has a fixed October 1 start date tied to USCIS's annual cap cycle, meaning the process from registration to work authorization spans roughly six months. PERM-based Green Card sponsorship through DOL takes significantly longer, often one to three years depending on your country of birth and priority date.