Mission

Peak 21 exists to build and scale enduring consumer and technology businesses. We partner closely with founders and operators to help them move faster, hire better, and build companies that last.

We are hiring an HR Manager to build a centralized People and Talent function that supports Peak 21 and its portfolio companies. This role exists to create the systems, standards, and recruiting infrastructure that enable high-performing teams across multiple businesses.

You will be evaluated not on activity, but on hiring quality, retention, speed of execution, and the effectiveness of people systems across the portfolio.

Growth

Supporting profitable growth across a portfolio of high-growth companies with increasing scale, complexity, and geographic reach

Location

Midtown Manhattan, NYC
Monday through Friday, 9:00 AM to 6:00 PM EST
Hybrid with regular in-office presence required

Compensation

Competitive base salary plus performance bonus and long-term growth incentives

Team

Partnering directly with Peak 21 leadership, founders, and functional leaders across portfolio companies

Why Now

Peak 21 is entering a new phase of growth where talent density, hiring quality, and scalable people systems are critical to success. Portfolio companies are growing quickly and require consistent, high-quality recruiting and HR foundations without unnecessary bureaucracy.

This is a career-defining opportunity to design people infrastructure that impacts multiple businesses and to work directly with founders and executives at pivotal moments of scale.

You’d Be a Fit If

You have 3 to 6 years of progressive HR or People Operations experience, ideally in startups, venture-backed companies, or multi-entity environments
You are energized by building from scratch and standardizing best practices across organizations
You thrive in fast-paced environments and take full ownership of outcomes
You are data-driven and comfortable using metrics to guide decisions
You balance empathy with high standards and accountability
You are comfortable advising founders and senior leaders
You step up when priorities demand extra effort and take pride in delivering results

Key Responsibilities

Build and own Peak 21’s People and Talent Operations function
Design scalable HR infrastructure including policies, handbooks, benefits frameworks, and compliance standards that can be applied across portfolio companies
Support founders in building and improving employee lifecycle processes including onboarding, performance management, promotions, compensation reviews, and offboarding
Build and optimize recruiting systems, workflows, and interview processes that reduce bias and improve quality of hire across the portfolio
Develop strong sourcing strategies, vendor partnerships, and talent pipelines for recurring and high-priority roles
Track and report on recruiting and people metrics including time to fill, quality of hire, retention, and engagement
Advise portfolio leaders on inclusive hiring practices and people programs
Improve employer branding and candidate experience across Peak 21–backed companies
Continuously refine people processes with a focus on speed, clarity, and scalability

What Success Looks Like

A centralized People function that portfolio companies actively rely on within the first 90 to 120 days
Faster hiring velocity and higher quality of hire across supported roles
Clear, repeatable recruiting and people processes adopted by founders and managers
Measurable improvements in retention and employee experience across the portfolio
Strong visibility into people metrics that inform leadership decisions
Peak 21 recognized as a value-add partner in talent and people operations

A Day in the Life

Sample projects may include:

Designing standardized interviews and hiring frameworks for portfolio companies
Supporting a founder in hiring their first HR or recruiting lead
Implementing recruiting and HR tools used across multiple companies
Building dashboards to track hiring funnel performance and ROI
Improving onboarding experiences to reduce ramp time for new hires
Advising leadership teams on performance reviews and compensation planning

What to Expect

A high-ownership role with influence across multiple companies
Regular collaboration with founders, executives, and operators
Fast decision-making and high accountability
Direct feedback and a culture focused on continuous improvement
Meaningful impact on company-building from day one

Why Work at Peak 21

Impact: Your work directly improves hiring and execution across multiple businesses
Autonomy: Own and shape a portfolio-wide function
Exposure: Work closely with founders and leadership teams at critical growth stages
Team: Ambitious, grounded operators who value results and integrity

Perks and Benefits

Competitive compensation and performance incentives
Learning and development stipend
Exposure to multiple high-growth companies and leadership teams
Collaborative, high-caliber working environment

Peak 21

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