People Program Manager

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

General Metrics: