Mid Level People Experience Specialist Jobs

About Kasa

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.

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.

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.

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.

Kasa is an E-Verify participant. We will verify the identity and employment eligibility of all persons hired to work in the United States by matching information employees provide on the Form I-9 against records available to the Social Security Administration (SSA) and the Department of Homeland Security (DHS). You may find more information here and here.

Kasa does not accept unsolicited resumes from individual recruiters or third party recruiting agencies in response to job postings. No fee will be paid to third parties who submit unsolicited candidates directly to our hiring managers or People & Talent team.

A Note on Recruiting & Job Scams

The Kasa Talent Acquisition team will only communicate from email addresses that use the URLs kasa.com and us.greenhouse-mail.io. We will not use apps such as Facebook Messenger, WhatsApp, or Google Hangouts for communicating with you. We will never ask you to send us money or technology to work for our company. If you believe you are a scam victim, please review your local government consumer protections guidance and reach out to them directly. US-based applicants may refer to this article from consumer.ftc.gov for more details.