Director of People & Performance, Kasa Living

• 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
• 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
• You believe the best orgs are built with feedback loops, not static policies
• You care about the why behind systems as much as the what
• You combine empathy, coaching and rigor to build trust from the team
• You move fast, love to experiment, and are excited by 0→1 innovation in people practices
• You design systems people want to use, not ones that feel like a chore
• Proven leadership experience in People Operations, HR, or Talent roles, with prior experience in a management position
• Experience implementing tools and systems (e.g. Lattice, Culture Amp, Greenhouse, etc), with a healthy curiosity for new ones (e.g. Windmill, GitClear, InCompass, etc.)
• Expert-level experience with analytics and measurement to support and measure team engagement and performance
• Strong communication skills, organizational agility, and systems thinking
• Experience in a remote-first or distributed team environment
• We want someone who is excited to prototype and deploy intelligent agents and AI-driven analytics to radically improve how we understand engagement, performance, and output across Notion, Slack, GDrive, Jira, and beyond

Desirable

• 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 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
• 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
• 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
• 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
• 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
• 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
• What Success Looks Like in Year One:
• An intelligent performance and engagement dashboard used weekly by team leads
• Implemented a feedback and analytics system that flags motivational drop-offs in real time, enabling just-in-time interventions that measurably improve retention, well-being, and output
• Recruiting is faster, more efficient, higher signal, and more meritocratic
• Automate workflows to save teams 100s hours/month previously spent on manual reporting
• Successful deployment of AI-enabled performance and engagement tools within the first 3 months
• Data-informed performance metrics and rubrics in place across functions within 3–6 months
• Significant reduction in time spent recruiting per role
• This is not a traditional People Ops role. This is an opportunity to reinvent how people and systems interact. The right leader will architect a model for high-performance, data-driven, human-centered PeopleOps that sets a new industry standard
• Help shape the future of a people-forward, tech-enabled company
• Work on a small, high-impact team with visibility into executive decisions
• Partner with thoughtful, values-driven leaders
• Be part of reimagining PeopleOps for a distributed, data-smart future
• Help reshape the way hospitality is delivered at scale: combining efficiency, design, and service