Senior Manager, People Operations

Location: This role is fully remote in the US; we set a location because some job boards require it.

Purpose of the Senior Manager, People Operations

As the Senior Manager, People Operations, you will play a pivotal role in our organization's success by overseeing key areas of people operations, including compliance, employee engagement, and total rewards. You will work closely with cross-functional teams to develop and implement strategies that attract, retain, and motivate top talent while ensuring legal and regulatory compliance.

1. Total Rewards Management:
   • Manage and evolve compensation and benefits programs that attract and retain top talent.
   • Conduct regular benchmarking and analysis to ensure our compensation packages are competitive and participate in industry surveys to enable access to market data.
   • Lead annual compensation reviews, performance-based bonus programs, open enrollment, and quarterly equity grants.
   • Complete policy administration tasks including billing, file processing, and troubleshooting for benefits vendors
   • Oversee Kasa’s 401(k) program as Plan Sponsor and a chartered member of the 401(k) Committee. Coordinate our annual audit and any corrective actions.
2. Compliance and Policy Management:
   • Stay up-to-date with labor laws, regulations, and industry trends to ensure the company's HR policies and practices are up-to-date and compliant.
   • Develop, update, and communicate HR policies and procedures.
   • Conduct regular audits to monitor compliance and implement corrective actions when necessary.
3. Employee Engagement:
   • Develop and lead initiatives to enhance employee engagement, satisfaction, and retention.
   • Collaborate with HRBPs and managers to create a positive workplace culture that promotes diversity and inclusion.
   • Oversee the design and implementation of employee recognition programs.
4. Performance Management:
   • Manage HRBPs and support the development and implementation of performance management processes.
   • Coach managers on performance feedback, goal-setting, and career development; facilitate annual calibration sessions.
5. Data Analysis and Reporting:
   • Analyze HR data and metrics to provide insights for decision-making and continuous improvement.
   • Generate reports on key HR metrics and trends for leadership and stakeholders.

We're building a tech-enabled global hospitality brand that unleashes the potential of livable space. Hospitality is at the core of who we are, and we are committed to providing our teams the same care we give our guests, neighbors, and partners.

• Role OKR: Optimize Total Rewards Management
  • Key Initiative: Conduct a bi-annual compensation benchmarking analysis by January 2024 and create a proposal for 2024 adjustments to compensation packages to maintain competitiveness throughout the year 2024 keeping in mind company trajectory and resources.
  • Key Initiative: Successfully lead annual compensation reviews and performance-based bonus programs with 100% employee participation by the end of Q2 2024
• Role OKR: Ensure Compliance and Policy Management
  • Key Initiative: Establish a compliance auditing program in Q4 2023 and develop action plans to remediate any results with < 95% compliance.
• Role OKR: Enhance Employee Engagement
  • Key Initiative: Lead Engagement Survey collection in Q1 2024 and increase employee engagement scores by 5% over H1 2023.
  • Key Initiative: Launch and monitor the effectiveness of an employee recognition program with a participation rate of at least 80% in Q3 2024.
• Role OKR: Evolve Performance Management
  • Key Initiative: Roll out a continuous feedback campaign and achieve 80% monthly employee participation with positive and constructive feedback that is relevant to role projects and OKRs for 6 straight months.
  • Key Initiative: Provide coaching and support to HRBPs to help Managers set goals and career development plans in Lattice by the end of Q1 2024 for 90% of employees for the ‘23-’24 performance review cycle.
  • Key Initiative: Facilitate annual calibration sessions with 100% manager participation and improve performance rating manager alignment by 15% by the end of Q2
• Role OKR: Improve Data Analysis and Reporting
  • Key Initiative: Implement an HR analytics system within the first six months to enable data-driven decision-making by the end of Q4 2023.
  • Key Initiative: Generate and share quarterly reports on key HR metrics and trends with leadership and stakeholders starting in H1 2024.

• Employee Advocate: Acts as a strategic employee advocate, shaping policies and programs that promote a positive employee experience across the organization. Collaborates with senior leadership to drive cultural change and ensure alignment with company values. Manages complex employee relations matters and guides the team of Employee Advocates.
• Unparalleled Communication: Uses effective, respectful communication tactics to convey operational updates and discuss sensitive, sometimes contentious, information with direct reports, and department leaders in both group and one-on-one settings, both verbal and written. Proactively leverages communication tools such as the DISC profile to adjust communication tactics in a manner that increases open dialogue and promotes active listening.
• Lead Through Influence: At the highest level, leads through unparalleled influence, driving the entire People Operations function and organizational culture. Serves as a mentor and advisor to executives, leveraging extensive expertise to inform and influence high-level strategic decisions.
• Data-Driven Decisions: Effectively leverages historical and current data from internal and external sources, brought together in formula-enabled spreadsheets to make informed, data-based recommendations and create strategies to reach department OKRs. Knows when the data indicates an issue is present and can do an initial analysis on the drivers behind the data then use that information to make decisions about future actions.
• Equitable Practice Leader: Adopts evidence-based solutions that result in more equitable practices that contribute to the company's success. Demonstrates equitable practices and holds others accountable for doing the same. Works to establish metrics to track progress towards equitable outcomes and hold themselves and their teams accountable for achieving them.
• Operational Precision: Has a deep understanding of organizational processes and systems; has the ability to analyze and interpret data to make informed decisions related to process optimization. Identifies SOPs that must be modified or created to ensure efficient and effective processes; knows how to leverage technology to improve a process.
• Sound Judgment: Uses sound reasoning and logic to think and act clearly with precision and speed, even under pressure. Teaches others how to navigate decision-making by directing them to inputs to consider and influencing buy-in on decisions that impact others.
• Growth Mindset: Provides opportunities for direct reports to have exposure to new and different experiences and sets them up for success through coaching and training. Does not settle for the status quo and engages in fearless feedback with direct reports and direct manager. Provides approachable training on complex topics.

• Culture Builder: Emulates the company's values and holds others to that same standard in your daily activities. Is effective at sensing how team members feel, or is intentionally about asking questions to uncover thoughts, emotions, and feelings, and use that information to coach, mentor, and manage in a direction that will benefit the company and the individual. Mentors employees, identifies and harnesses the power of culture champions, builds communities focused on inclusion, provides guidance and encouragement for new hires, and advocates on behalf of employees. Identifies and harnesses the power of culture champions, builds communities, and provides guidance, education, and encouragement for team members to promote awareness, inclusion, and belonging.
• Equitable Practice Leader: Adopts evidence-based solutions that result in more equitable practices that contribute to the company's success. Demonstrates equitable practices and holds others accountable to doing the same. Works to establish metrics to track progress towards equitable outcomes and hold themselves and their teams accountable for achieving them.

Don’t meet all of the qualifications? We want you to consider all of your skills and experiences - both professional and personal- that would make you successful in this role. Although some qualifications are essential, others can be attained with time. We believe diverse perspectives, upbringings, and knowledge contribute to our strong company culture and we encourage you to apply.

**Curious about the Kasa experience? Save 15% when you book on kasa.com

• 🌏 Remote Work: With flexibility as a core value, and over three-quarters of the team working remotely, Kasa employees are able to work from anywhere!
• ✈ Kasa Travel Credit: We love to travel! Kasa employees get an allowance of free stays with us in any of our locations, plus a 50% discount on any nights for friends and family
• 📈 Generous Stock Option Plan: We believe the success of our business should be shared with our team. As you grow with us, we increase the opportunities for you to become part-owners of our company.
• 🙌 Flexible PTO: Full-time exempt Kasa employees are encouraged to take time off as they need and see fit, ensuring that it's not disruptive to their work.
• 📱 Cell phone reimbursement: We reimburse a portion of your monthly cell phone bill to say thanks for using your personal phone during the work day.
• 📈 401(k) plan: As you invest in yourself and your future, Kasa invests in you too: we match 50% of the first 4% of deferred salary.
• 💰 Competitive Salary: We offer base salaries at or above market rates plus additional earning opportunities based on the position
• 🩺 Health Coverage: We've invested in comprehensive health insurance options to help when you need it most