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Agent guide: [/agents.md](https://www.wearedevelopers.com/agents.md). --- # Expert Network Performance & Incentive Operations Leader - **Company:** Intuit Inc. - **Location:** San Diego, CA, United States - **Experience:** Expert - **Salary:** $196,000.0 - $265,000.0 - **Contract:** Permanent contract - **Skills:** Software Design Documents, Network Service, Salesforce.Com, Performance Monitor, Workday - **Published:** August 7, 2026 - **Apply:** https://www.indeed.com/viewjob?jk=a09fc0837fe5ac23 ## About the Role * 7+ years of experience in compensation operations, sales operations, HR operations, or a closely related field - with demonstrated ownership of performance measurement or incentive program management * Strong ability to translate ambiguous business goals into structured, measurable KPI frameworks - you are as comfortable in a whiteboard session with business leaders as you are building a tracking model * Experience partnering across Finance, HR, and business stakeholders on programs with significant operational and financial stakes * Proficiency with performance and workforce tools (experience with Workday, Salesforce-based ICM tools, or similar systems a plus) * Strong data literacy and ability to define clear reporting requirements - you know what questions the business needs to answer and can translate that into specifications for the teams who build the tools * Exceptional documentation discipline; you understand that a well-maintained source of truth is a strategic asset * Excellent judgment about when to escalate and when to resolve - you are a steady, reliable operational presence in a complex environment * Ability to operate strategically in a fast-paced, seasonal environment - you can zoom out to see the bigger picture while staying on top of the operational details that keep programs running * Experience in a large, multi-workforce or seasonal workforce environment is a strong plus ## Description The Performance & Incentive Operations Leader is a newly created role within the Service Delivery Group, established as part of a broader Expert Network Governance Framework for performance and compensation programs. This leader owns the end-to-end performance measurement infrastructure: from partnering with Service Delivery leaders to define what 'good' looks like in each role, to driving the build of the dashboards and frameworks that give managers real-time visibility, to maintaining the source-of-truth documentation that anchors every governance and payout decision. Compensation administration (calculation and payout execution) sits separately; this role is the upstream engine that makes that administration possible., * Partner with Service Delivery leaders across Expert Network Service Delivery organizations to define role-specific KPIs that reflect current business priorities - including productivity, quality, adoption, and revenue contribution * Work with the Compensation Business Partner, HR Business Partner & Finance to determine which KPIs should be directly tied to incentive payouts, ensuring alignment between performance expectations and compensation design * Establish bonus qualifiers, metric weightings, and ratings thresholds calibrated to each role's responsibilities and expected outcomes * Oversee the process by which in-season performance data is translated into proposed ratings Own the Living Record and Drive Governance Operating Rhythm * Build and maintain authoritative documentation for all Expert Network incentive programs - including plan design documents, eligibility lists, performance metric frameworks, and the history of approved amendments * Serve as the integration point between approved governance decisions and operational execution, ensuring that documentation accurately reflects what has been ratified and serves as the source of truth for audit purposes * Support the governance body - which includes Service Delivery Leaders, Total Rewards, HRBP, and Finance - by bringing structured proposals, clear documentation, and operational analysis to each governance checkpoint * Propose and track improvements to the E2E process flow across all five workstreams: Design & Approval, Talent Acquisition alignment, In-Season Tracking, EoS Ratings, and Bonus Administration Define Performance Tracking Requirements and Enable Reporting * Define the business requirements for what needs to be tracked and how performance data should be structured, then translate those requirements into clear specifications for the technology and analytics teams who build and maintain the underlying tools and dashboards * Act as the accountable business owner for performance reporting - ensuring that what gets built reflects the right metrics, surfaces the right signals, and gives managers the visibility they need to act before end-of-season ratings cycles * Identify gaps in current data availability or tracking fidelity and partner with the right teams to close them over time ## Related Videos - [Beyond the 9–5: Designing Work Around Humans](https://www.wearedevelopers.com/videos/1321-beyond-the-9-5-designing-work-around-humans) - [Destigmatizing the Workplace: Building Real Inclusion](https://www.wearedevelopers.com/videos/1492-destigmatizing-the-workplace-building-real-inclusion) - [Demystifying application networking in the cloud](https://www.wearedevelopers.com/videos/675-demystifying-application-networking-in-the-cloud) - [Beyond Paychecks: Designing Reward Systems for a Meaningful Employee Experience](https://www.wearedevelopers.com/videos/1777-beyond-paychecks-designing-reward-systems-for-a-meaningful-employee-experience) - [WeAreDevelopers LIVE - How DevRel Makes Tech More Human](https://www.wearedevelopers.com/videos/2149-wearedevelopers-live-how-devrel-makes-tech-more-human) - [Your organization as a Graph](https://www.wearedevelopers.com/videos/2051-your-organization-as-a-graph) ## Related Articles - [Highest Paying Tech Companies for Developers](https://www.wearedevelopers.com/magazine/220-highest-paying-tech-companies-for-developers) - [Promotion Interview Questions: How to Answer and Get the Job](https://www.wearedevelopers.com/magazine/413-promotion-interview-questions-how-to-answer-and-get-the-job) - [How We Built a Worry-Free System That Runs for 10+ Years – And What We’d Do Again](https://www.wearedevelopers.com/magazine/751-how-we-built-a-worry-free-system-that-runs-for-10-years-and-what-we-d-do-again) - [Why developer experience matters](https://www.wearedevelopers.com/magazine/514-why-developer-experience-matters) - [Best Paying Remote Jobs](https://www.wearedevelopers.com/magazine/255-best-paying-remote-jobs) - [Best Companies to Work For in Berlin: Top 14 Companies in 2023 ](https://www.wearedevelopers.com/magazine/188-best-companies-to-work-for-in-berlin-top-14-companies-in-2023)