Program Manager; Remote

Remote

Kasa is the leading tech-enabled hotel and apartment hotel brand and manager. 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. Behind the scenes, we build technology that combines with our innovative operations to grow a globally scalable offering that delivers high-quality stays to guests. Our guests enjoy seamless check-ins, caring service, and attractive amenities — and if anything comes up, our on-site and remote guest experience team is available throughout their stay, ensuring our hospitality is rarely seen but always felt.

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.

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
• 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…