Director, People & Performance

About Kasa

Kasa is the leading tech-enabled hotel and apartment hotel brand and manager. Kasa has built a hospitality operating system that fundamentally improves the profitability of hospitality assets while delivering a high quality, digitally forward experience to guests. We partner with owners of multifamily and boutique hospitality properties to deliver stylish, professionally managed accommodations to business and leisure travelers alike. We took the best that hotels and short-term rentals had to offer and created a new class of hospitality that is well-priced, reliable, and offers a large selection of great locations.

Unlike traditional hotel operators, we prioritize automation, AI-driven pricing, and data-driven decision-making to optimize revenue and improve guest experiences.

Role Overview:

We're hiring an innovative, systems-savvy leader to help lead our People Operations in a modern, thoughtful way.

The Director of People & Performance Systems will report into C-level leadership and be responsible for managing the People Operations team, including HR, recruiting, total rewards, performance management, and employee engagement. This role requires a builder mindset, a strong grasp of people systems and tools, and a passion for using data to improve how people thrive at work.

This isn’t a traditional People Ops role. It’s a chance to architect how people and systems work together, and are rewarded, in a high-performance, tech-enabled company. This role utilizes the latest measurement methods, engagement tools and modern total rewards philosophy to unlock the full potential of the team. The right person builds leverage, not layers. They’re energized by elegant systems over process for process’s sake, and they thrive on doing more with less, not slowing teams down with complexity.

Key Responsibilities:

Lead Core PeopleOps Functions:

• Oversee day-to-day operations of the PeopleOps team, including talent acquisition, HR, performance, and total rewards. This group has six team members today.
• Collaborate closely with team leads and cross-functional stakeholders to improve systems, policies, and practices.
• Support compliance, policy documentation, and organizational hygiene at scale.
• Illustrative Key Result: Automate workflows to save teams 100s hours/month previously spent on manual reporting

Implement AI-Enabled Engagement & Performance Tools:

• Select and implement tools that support performance measurement, engagement tracking, and productivity insights.
• Create a real-time operating view of team health and performance
• Build dashboards that help managers identify patterns, spot challenges, and celebrate wins.
• Ensure tools support transparency and trust, avoiding dystopian practices.

Evolve our Performance Management approach and Compensation Strategy:

• Build the systems that power meritocracy at scale
• Transform PeopleOps from a support function to a data-driven performance engine
• Help shift the organization from a focus on annual reviews to diligent usage of continuous feedback loops, both of which feed into our compensation framework
• Work with functional leaders to define clear performance metrics and rubrics for each track.
• Expand the range of compensation outcomes through metrics-based bonus programs
• Encourage a culture of accountability while supporting coaching and development.

Develop Employee Engagement Programs:

• Leverage both data and feedback to understand engagement drivers and blockers.
• Roll out engagement measurement methods, preferably based on observed behaviors vs surveys, recognition programs, and feedback tools that lead to action.
• Partner with managers to create healthy, motivating team environments.
• Illustrative Key Result: Measurable increase in Kasa team member engagement through reliable metrics (correlated to performance and retention) that require limited collection effort

Modernize Talent Acquisition Practices:

• Help operationalize innovative approaches to recruiting, such as case-first interviews or async work simulations.
• Optimize the existing recruiting tools; evaluate and source new ones where justified.
• Ensure sourcing and hiring processes are meritocratic, efficient, and aligned to business needs.
• Put together compelling business cases for when we should use new tools

Work Location & Travel Requirements:

• This job is fully remote, with team members across the globe. 
• Expect to travel occasionally (10% or more) to ho