Director of Performance & Workforce Operations

Rex; United States; Remote; USD 120,000 - 180,000; Full time

Job summary

Rex is hiring a Director of Performance & Workforce Operations to architect an AI-native, high-performance HR engine for a diverse ecosystem of real estate, tech, and investment ventures. This role emphasizes hands-on leadership, data-driven decision making, and operational excellence across a multi-site workforce.

The ideal candidate will own talent systems, recruiting, and compliance, while driving cost efficiency and board-level discipline. Fully remote role with broad cross-functional impact.

Qualifications

• 7 to 12 years of experience in HR, People Operations, or workforce leadership.
• Hands-on operator with end-to-end experience in running operations.
• Proven track record of building performance management systems and driving data-driven decisions.
• Aligns with Rex values and Peter Rex ethos; committed to human flourishing through business.

Responsibilities

• Personally build and run the workforce operation as a hands-on executor across talent, benefits, compliance, and employee relations.
• Maintain the highest standards of operation and compliance with transparent metrics.
• Design and run performance evaluation processes including scorecards and calibration.
• Build an AI-native operating engine with agentic workflows and self-service systems.
• Audit benefits brokers and TPAs; evaluate self-insurance and captive structures to control costs.

Skills

Hands-on builder

Extreme ownership

Data-driven

Plain-English

HR depth

Tools

HRIS tools

Workforce analytics software

Job description

Company Overview

Rex is a privately held ecosystem of entrepreneurial ventures led by Peter Rex, spanning real estate private equity, technology, insurance, and AI. We build businesses and investment platforms that generate both exceptional financial returns and meaningful societal impact. At the core of our strategy is investor engagement: attracting aligned capital partners who share our long-term vision. We are building the most compelling investor-facing ecosystem in the private markets. The role offers exposure to a uniquely diverse platform, combining institutional-quality real estate and high-growth tech ventures, all aligned under a singular mission-driven vision.

About Us

Our mission is to catalyze human flourishing through stewardship, serving people in all nations. We seek a transcendent impact, second to none, crossing geographies and making a permanent mark on history.

We aim to uplift investors, foster flourishing families, create enduring trust, and contribute to a more beautiful world through our investments, products and services, and new ventures.

Our investments are primarily in real estate, with additional allocations to tech, energy, and alternatives, employing a downside-protected, long-term approach to investing. We are grounded in timeless morals and seek to preserve and grow both investor capital and our own.

We Serve a Diverse Ecosystem That Includes

• Multifamily apartment management with 20,000+ apartments
• Hotel and office buildings
• Tech ventures
• Insurance companies

Our businesses, with over 500 employees, are primarily throughout Texas and Florida, but we aim to expand globally with our products and services, impacting people in all countries.

Mindset

• Fanatical Investor Focus: Serve our investors by preserving their wealth first and foremost and secondarily seeking to maximize their return on equity while fostering human progress through stewardship of the assets and companies.
• Ecosystem Alignment: Execute in a spirit of partnership across all components of the Rex ecosystem, including multifamily and other real estate assets as well as tech companies.
• Missionary Zeal: Care about investor stewardship and advancing the vision of catalyzing human flourishing.

The Opportunity

Rex is hiring a Director of Performance & Workforce Operations to architect and enforce excellence across a ~600-person ecosystem spanning Rex’s high-volume property management sites and its tech, insurance, and private investment businesses. This is not a corporate HR role. It is a hands‑on builder role for an operator who jumps into the details, knows how to lead and run an operation, and tells the business what it can do, not what it can’t. This role is anchored by three core mandates. First, own performance across the ecosystem: build the talent systems, recruiting, and training that raise the bar, deploy forced ranking and bell curve reviews, cut non‑top performers, and hire and cultivate only top performers. Hold leaders accountable with board‑level discipline, starting with your own operation and compliance, tracked transparently through metrics and input goals. Second, build a lean, AI‑native operating engine, using agentic workflows and self‑service systems to eliminate manual work in onboarding, benefits, compliance, and documentation. Third, command benefits and compliance: audit brokers and TPAs like a CFO, evaluate self‑insurance, level‑funding, and captives to cut healthcare costs without compromising care, and manage multi‑site compliance and employee relations with the foresight that keeps outside legal spend near zero. The ideal candidate has 7 to 12 years of experience and is a hands‑on builder with extreme ownership, decisive judgment, and plain‑English clarity over corporate jargon. They are not an advisor, consultant, or administrator. The best operations leaders jump into the details, and that firsthand knowledge is what informs their leadership. They bring real HR depth but break the mold: a business operator first, never a policy cop or red‑tape administrator. They hold the highest standards of performance, beginning with themselves, and are data‑driven in everything they run. Committed in their bones to building a team marked by excellence. Zero tolerance for politics, gossip, or passive aggression. If you’re proud of your SHRM certification as a badge of honor, this isn’t the role for you. This leader must be deeply aligned with Rex’s corporate values and ethos and with those of Peter Rex, grounded in human dignity, servant leadership, and uncompromised ethics. They are dedicated to building an enduring enterprise that outlasts all of us, an institution that moves humanity forward and catalyzes human flourishing through business. Not for mercenaries. Only for missionaries. Fully remote.

About The Role

Rex is hiring a Director of Performance & Workforce Operations to translate the ambition of an excellence-driven, AI-native organization into real, system-wide execution across Rex’s high-volume property management sites and its technology, insurance, and private investment businesses. This is a hands‑on builder seat for a leader who runs the operation personally and stays in the details, which sharpens their judgement and their leadership. The mandate is to raise talent density, cut cost and friction, and keep the company clean on compliance without letting compliance become the operating philosophy.

This role reports to senior leadership and owns outcomes across performance, workforce systems, benefits, and compliance. You will operate as the connective tissue between executive leadership, site and business unit leaders, finance, and legal counsel, serving as a direct partner to Peter Rex on talent decisions and holding leaders at every level to board‑level discipline.

You will start with your own house. Your operation and compliance function will be held to the highest standard in the company, with input goals and metrics tracked and reported transparently so leaders can see exactly how you perform. From there you will build the performance engine: scorecards, calibration, forced ranking and bell curve reviews, and fast, well‑documented processes for cutting non‑top performers and resolving underperformance. You will build the recruiting and training infrastructure that fills every seat with a top performer, and you will cultivate the talent already here with clear standards and timelines. You will deploy agentic workflows and self‑service systems that eliminate manual work across onboarding, benefits inquiries, compliance checks, and documentation, so the team stays lean and capable.

You will also own the economics and risk of the workforce: auditing brokers and TPAs with a CFO’s eye, evaluating self‑insurance, level‑funding, and captive structures, and managing multi‑site compliance and employee relations with the documentation and foresight that keep outside legal spend near zero.

This is a hands‑on, high‑impact role for a business operator with real HR depth who enables line leaders rather than polices them, and who is committed to building an institution that will outlast every one of us. Must be missionary to the bone.

Key Responsibilities

• Personally build and run the workforce operation as a hands‑on executor, staying in the details across talent, benefits, compliance, and employee relations
• Hold your own operation and compliance function to the highest standard in the company, with input goals and performance metrics tracked and reported transparently to leadership
• Own performance across the ecosystem, building the talent systems, recruiting, culture, and training that continuously raise the bar
• Design and run rigorous performance evaluation, including role‑specific scorecards, top‑grading, and calibration across multifamily, tech, insurance, and private investment businesses
• Deploy forced ranking and bell curve reviews to cut non‑top performers systematically, supported by documentation and legal review so speed does not create exposure
• Hold executive and operational leaders accountable with board‑level discipline, using clear metrics, deadlines, and standards
• Build and run an always‑on recruiting engine that hires only top performers and backfills every vacated seat with a stronger one, and build training and development plans that move high‑potential talent into top‑tier territory
• Build a lean, AI‑native operating engine using agentic workflows and self‑service systems to eliminate manual work in onboarding, benefits inquiries, compliance checks, and documentation
• Build people analytics and dashboards that give leadership real‑time visibility into performance distribution, attrition quality, hiring‑bar strength, headcount cost, and productivity
• Audit benefits brokers and TPAs like a CFO, pressure‑testing fees, renewals, claims data, and plan design
• Evaluate and, where the numbers support it, implement self‑insurance, level‑funding, and captive structures to cut healthcare costs without compromising care
• Manage multi‑site, multi‑state compliance and employee relations with proactive documentation and foresight that keep outside legal spend near zero
• Partner with legal counsel and finance to keep performance systems, exits, and benefits decisions defensible and cost‑disciplined
• Embody and enforce Rex’s values and Peter Rex’s ethos in every hiring, promotion, and exit decision, and lead change management so a high‑standards culture lands as fair, clear, and energizing
• Build the systems, standards, and team that will sustain Rex as an enduring institution long after any individual leader
• Partner directly with senior leaders on who to hire, promote, develop, and exit, bringing data, conviction, and firsthand knowledge of the work

Ideal Candidate Profile

• 7 to 12 years of experience in HR, People Operations, or workforce leadership, with real depth and an operator’s orientation toward business results over administration
• Hands‑on builder who has personally led and run an operation end to end and stays in the details, with extreme ownership and decisive judgment, and who is not an advisor, consultant, or administrator
• Holds the highest standards of performance, beginning with their own function, and has a record of tracking operations and compliance transparently through metrics and input goals
• Proven record building performance management systems in high‑growth, PE‑backed, multi‑site, or turnaround environments, including calibration, top‑grading, and forced ranking with real consequences
• Committed in their bones to building a team marked by excellence, with the conviction to cut non‑top performers and hire and cultivate only top performers
• Working knowledge of the legal risk profile of forced ranking and rapid‑exit systems, with experience building processes that move fast without inviting litigation
• Hands‑on experience auditing brokers and TPAs and evaluating self‑insurance, level‑funding, or captive arrangements, with the financial fluency to defend the analysis to a CFO
• Strong command of multi‑state HR compliance and employee relations in high‑volume, frontline‑heavy environments such as property management, hospitality, or similar
• Demonstrated ability to deploy automation, AI, and agentic workflows to eliminate manual HR work and deliver self‑service at scale
• Fluency in people analytics and HRIS tools sufficient to build dashboards leadership actually uses
• Track record of building lean, high‑density teams, with fewer, more capable people in practice and not just in language
• Business operator first, with plain‑English communication in place of corporate jargon, who enables line leaders rather than polices them
• Zero tolerance for politics, gossip, and passive aggression
• Deeply aligned with Rex’s corporate values and ethos and with those of Peter Rex, grounded in human dignity, servant leadership, truth, and uncompromised ethics
• Dedicated to building an enduring enterprise that outlasts all of us, an institution that moves humanity forward and catalyzes human flourishing through business

Rex Ecosystem-Wide Mission

Catalyze Human Flourishing through our products and services and to elevate and further humanity in all our business dealings.

Rex Values / Rex Culture

• Customer Fanatic. We fanatically focus on customers, seeking to ever‑deliver more value, and inventing and innovating on their behalf.
• Product/Service Passion. Our business thrives or dies by products and services.
• Ludicrous Speed. Our default pace is extremely fast. Time is precious, life is short, and moving fast is more fun and effective.
• FAWOMO. We will find a way, or make one.
• Loves Going to War. Prefers wartime to peacetime, always hungry to move forward, do more, and push growth.
• Chutzpah. Nothing ventured, nothing gained. Fortune favors the bold. Duc in altum.
• Fun. We should only do work, over the long run, that is fun, and work with fun people. Jokes and humor welcomed, PC stuff and uptight behavior prohibited.
• Never‑Lose‑Money Approach. Protects the downside, using careful analysis before deploying significant resources, and ensuring cash is plentiful, never risking what others have and need for what they do not have and do not need.
• Other‑Centered. Idealist, desperate more than anything to leave an impact with their life by helping other people, seeing money as a means to serve.
• Creative Cost Cutting Constantly. There is always a smarter way, always room to cut, always ways to do more with less. A cost advantage is a competitive edge.
• Fewer, More Capable. Bias to as lean of a team as possible, with the highest competency, reducing communication and coordination, creating more effectiveness.
• Underdogs. What we have done is nothing compared to what we are going to achieve now. We are fighting to be the best, clawing and biting up and forward, aiming to be the champs, be number one. Scrappy AF no matter how much we accomplish. We have never arrived in our minds. We are the underdogs always.
• Other Attributes Valued. Point‑blank forthrightness in conversation with teammates, brutally facing problems. Velvet glove with iron fist in human dealings. Shrewd as a serpent innocent as a dove. Hardcore work hustle. Invictus mentality. Swagger with humility. Quiet professionalism. Thrifty and not materialistic. Loves who they work with, loves what they do, and loves who we serve.

Compensation & Benefits

Base Salary: Commensurate with experience and market standards

Opportunity for performance-based bonus and/or equity in deals and funds

Benefits

• Comprehensive health, dental, and vision insurance
• 401(k) with company matching
• Fully remote work environment

Employment Eligibility Requirements