People & Performance Program Manager

Kasa • San Francisco, CA

2d • $76,000 - $85,000 • Remote

About The Position

Kasa is seeking a People Program Manager to own and develop a defined, evolving slate of People programs, including performance scorecards, manager training and enablement, career tracks, the annual performance cycle, and engagement measurement. The role translates organizational priorities into practical, repeatable programs and uses analytics, AI, and automation to help them scale.

This hands-on individual-contributor role is part of Kasa’s People team and reports to the Director of People & Performance. The Program Manager partners closely with the Senior People Business Partner, with clearly defined areas of ownership. The role equips managers to coach and develop their teams, gives leaders useful visibility into team health, and builds systems for evaluating, developing, and growing employees.

The position owns the career tracks framework, performance review cycle, engagement measurement approach, and related reporting. It also develops manager resources and training, turns quantitative and qualitative People data into recommendations, and creates reusable AI-assisted workflows for repetitive People processes. More precise success targets will be set with the Director of People & Performance during the first 90 days.

The position is remote and available to applicants in Mexico or the United States.

Requirements

• Bilingual in English and Spanish.
• 3–5 years of HR generalist and/or program management experience, with a track record of owning programs end to end.
• Experience building performance or engagement scorecards, or People Analytics dashboards.
• Comfort partnering with Programs and Data teams.
• Experience with core People systems, including an HRIS, performance management platform, and engagement survey tools.
• Comfort working across multiple People technology tools.
• Reliable, highly accountable program ownership, including taking programs from concept to repeatable systems without needing to be chased.
• Clear and empathetic communication, including when training managers or writing policy documents.
• Ability to build repeatable, documented, scalable systems and processes.
• Curiosity about the employee experience and a proactive approach to improving it.
• Ability to flex between program work and generalist support as priorities shift.
• Ability to use AI to accelerate repeatable work while recognizing the importance of human judgment and conversations.
• Genuine interest in modernizing traditionally manual People workflows.

Nice To Haves

• Experience in a high-growth, distributed, or tech-enabled environment.

Responsibilities

• Build performance scorecards that give managers ongoing visibility into team health and impact.
• Design and run manager training and enablement programs to help managers set expectations, coach teams, and develop as leaders.
• Create training, resources, and job aids that build manager capability in the performance process.
• Own the career tracks framework end to end, including leveling, competencies, and progression criteria across functions.
• Partner with functional leaders to define expectations at each career level and keep career tracks current as roles and the organization evolve.
• Make career progression transparent through criteria, examples, and self-assessment tools.
• Connect career tracks to performance, promotion, and compensation decisions to support consistent and defensible leveling.
• Own the annual performance cycle, including its timeline, communications, calibration, and tooling.
• Partner with People team members to design the review process, including rating scales, self and peer input, and how performance connects to promotion and compensation decisions.
• Provide managers and employees with guidance, resources, and job aids for the performance review process.
• Measure performance-cycle completion rates, feedback quality, and manager and employee sentiment, and improve the process each year.
• Own the engagement measurement approach, including the engagement dashboard, as an early-detection system for retention risk.
• Translate engagement data into actionable recommendations for leaders.
• Analyze People data, track key metrics, identify trends, and make data-informed recommendations.
• Translate quantitative and qualitative insights into actions that improve employee experience and business outcomes.
• Use AI tools to create and refine manager coaching materials and documentation templates.
• Build reusable, AI-assisted workflows for repetitive tasks, such as candidate tracking, employee onboarding, and benefits management.
• Deliver People data reports monthly or quarterly, as applicable, and track program success metrics.
• Work in close partnership with the Senior People Business Partner and flex between program work and generalist support as priorities shift.

Benefits

• Remote work flexibility; employees can work from anywhere, including Kasa locations.
• Kasa Travel Credit: allowance for free stays at Kasa locations and discounts for friends and family.
• Generous stock option plan; the role may also be eligible for equity.
• Flexible PTO for full-time exempt employees.
• 401(k) plan.
• Comprehensive health insurance options.
• Qualifying full-time roles may receive a Wi-Fi stipend, cell-phone reimbursement, and home office stipend.
• The role may be eligible for a bonus, perks, and other benefits.

What This Job Offers

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