People & Performance Program Manager (Remote - Mexico)
Role Overview
Kasa is seeking a People Program Manager to own a defined and evolving slate of People programs, including but not limited to performance scorecards, manager training and enablement, career tracks, the annual performance cycle, and engagement measurement. This role translates strategic organizational priorities into practical, well-run programs.
This role sits within Kasa’s People team and reports to the Director of People & Performance. It’s an individual contributor, program-ownership role: hands-on, analytically strong, and comfortable building repeatable systems end to end. This People Program Manager will work closely with our Senior People Business Partner, and the two roles are intended to work in close partnership with clear swim lanes. The priorities of this role are to:
Build programs that run without being chased. Own the systems behind how we evaluate, develop, and grow people, and use AI and automation to keep them repeatable and scalable.
Equip managers to lead well. Give our people managers the tools and training to coach their teams, give useful feedback, and grow talent.
Give leaders a clear view of team health. Turn People data into insights and recommendations that help us spot trends and retention risks early and act on them.
Key Responsibilities & Deliverables
Performance Scorecards & Manager Enablement
Build performance scorecards that give managers ongoing visibility into team health and impact
Design and run manager training and enablement programs that help managers set clear expectations, coach their teams, and grow as leaders
Build manager capability through training, resources, and job aids on the performance process
Career Tracks
Own the career tracks framework end-to-end, including leveling, competencies, and progression criteria across functions
Partner with functional leaders to define what good looks like at each level and keep tracks current as roles and the org evolve
Make progression transparent for employees through clear criteria, examples, and self-assessment tools so people know what's next and how to get there
Connect career tracks to performance, promotion, and compensation decisions so leveling stays consistent and defensible
Performance Review Cycle
Own the annual performance cycle end-to-end, including timeline, communications, calibration, and tooling
In partnership with key members of the People team, design the review process itself, including rating scales, self and peer input, and how performance connects to promotion and compensation decisions
Equip managers and employees with clear guidance, resources, and job aids so the process feels useful rather than administrative
Measure how the cycle lands through completion rates, quality of feedback, and manager and employee sentiment, then improve it each year
Engagement Measurement
Own our engagement measurement approach, including the engagement dashboard, as an early-detection system for retention risk
Turn engagement data into clear, actionable recommendations for leaders
Data Analysis & Reporting
Use People data and analytics to identify trends, track key metrics, and make data-driven recommendations
Translate quantitative and qualitative insights into concrete actions that improve the employee experience and business outcomes
Automations
Use AI tools to scale People programs, drafting and iterating on manager coaching materials and documentation templates that would otherwise take hours to produce manually
Build reusable, AI-assisted workflows for repetitive tasks so processes scale without added headcount. Examples include candidate tracking, employee onboarding, and benefits management
Success Metrics
More precise targets will be set with the Director, People & Performance in your first 90 days.
Theme
General Metrics
Performance Scorecards & Manager Enablement
• 100% of managers and individual contributors using scorecards on a monthly or quarterly basis
• Higher team member satisfaction scores for training and enablement programs
Career Tracks
• Career tracks established and routinely referenced for all job families
Performance Review Cycle
• Our performance review process is fair, efficient, and useful in helping our team members grow and stay engaged
Engagement Measurement
• Engagement dashboard live and routinely used to understand engagement and retention risks across roles
Retention
• Reduction in voluntary attrition (trailing 12mos), driven by manager training, career tracks, and engagement insights
Data Analysis & Reporting
• People data report (monthly or quarterly) delivered on schedule
Automations
• Measurable hours saved each month through reusable, AI-assisted workflows
Qualifications
Skills, Experience, & Expertise
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/engagement scorecards or People Analytics dashboards, and comfort partnering with Programs and Data teams
Experience in a high-growth, distributed, or tech-enabled environment is a strong plus
Experience with core People systems: HRIS, performance management platform, and engagement survey tools, and comfort working across multiple People tech tools.
How You Work
You're a reliable and highly accountable owner, and you know how to take a program from a concept to a repeatable system, without needing to be chased
You communicate with clarity and empathy, whether you're training a room of managers or writing a policy document
You build systems and processes that outlast your involvement: repeatable, documented, and scalable
You're deeply curious about the employee experience and proactive about improving it
You flex easily across program work and generalist support as priorities shift
You see AI as leverage, not a threat to the human side of the job, and you use it to move faster on repeatable work so you have more time for the judgment calls and conversations that need a person
You have genuine interest in modernizing traditionally manual People workflows, consistent with Kasa's broader operating philosophy
Why This Role Is Different
You will have real ownership over the programs that give Kasa's leaders visibility into team health and the tools to lead well - performance scorecards, manager training, engagement measurement, and more. You will build and measure the infrastructure our People team has been wanting to invest in, with real autonomy over how you run it and a team that values your perspective.
Curious about the Kasa experience? Save when you book on kasa.com!Kasa is an Equal Opportunity Employer. We do not discriminate based on race, religion, color, sex, gender identity, sexual orientation, age, non-disqualifying physical or mental disability, national origin, veteran status, or any other basis covered by law. All employment is decided based on qualifications, merit, and business need.