Head of Performance

Rex • Austin, TX

4d • Remote

About The Position

Rex is seeking a Head of Performance to build the operating system for talent at Rex. This role will establish a rigorous, standards-driven infrastructure for measuring performance, enforcing accountability, and continuously upgrading the talent bar. It is not a traditional HR role focused on engagement or employee experience, but rather on optimizing for talent density, ensuring every position is filled by an A-player, maintaining unambiguous standards, and promptly addressing underperformance. The Head of Performance will design scorecards, calibration processes, and grading systems to make performance visible and comparable across the ecosystem, and will support the recruiting engine to maintain a pipeline of superior talent for backfilling upgraded positions.

Requirements

• 7 to 12 years building performance management, talent grading, or workforce-upgrading systems, ideally in PE-backed, high-growth, or turnaround environments.
• Direct experience with rigorous performance methodologies (Topgrading, forced ranking/calibration, standards tied to real consequences) and comfort making and executing hard people decisions quickly.
• Working knowledge of the legal risk profile of forced ranking and rapid-exit systems (e.g., disparate impact exposure), and experience building processes that move fast without inviting litigation.
• Fluency in people analytics and HRIS tools sufficient to build dashboards leadership actually uses.
• A bias toward standards over sentiment: someone who sees clear accountability as respect for high performers, not cruelty toward low ones.
• Real experience coaching and developing high-potential talent into stronger performers.
• Working knowledge of multi-state HR compliance, enough to keep the company out of trouble without letting compliance become the operating philosophy.
• Track record of building lean, high-density teams: 'fewer, more capable' in practice.
• Genuine conviction for a high-standards, no-excuses culture.

Responsibilities

• Build a Performance Operating System: Design role-specific scorecards, KPIs, and standards so performance is measurable, comparable, and undeniable.
• Run Rigorous Calibration: Implement a formal grading process (A/B/C player identification, forced differentiation) across the ecosystem.
• Systematize Accountability: Build clear, fast, well-defined processes for addressing underperformance, up to and including exit.
• Drive Continuous Upgrading: Partner with leadership to run an aggressive, always-on recruiting pipeline to backfill vacated seats with better talent.
• Level Up Existing Talent: Build targeted coaching and development plans for high-potential B players.
• Own People Analytics: Build dashboards for leadership visibility into performance distribution, attrition quality, hiring-bar strength, and productivity.
• Enforce Standards at Scale: Keep the performance bar consistent across multifamily, real estate, tech, and insurance operations.
• Manage Compliance & Legal Risk: Own multi-state HR compliance and partner with legal counsel to ensure processes are documented and defensible.
• Lead Change Management: Communicate the shift to a calibration-driven, faster-exit culture clearly to managers and employees.
• Advise Leadership Directly: Serve as Peter Rex's direct partner on talent decisions: who to hire, who to promote, who to exit.

Benefits

• Comprehensive health, dental, and vision insurance
• 401(k) with company matching
• Professional development opportunities to advance personal and professional growth
• Fully remote work flexibility

What This Job Offers

• Job Type: Full-time
• Career Level: Senior
• Education Level: No Education Listed