HR Manager, Head of People and Talent Operations

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