Networking organization · Industry groups · Professional leadership
The PEER 150
Chief human resources officers, chief people officers and other senior HR leaders at large US employers
A profile page holds what the organization publishes and what named sources report: who it admits, what it costs, how it is structured, where it operates, and how it has changed. Every figure carries the date it was checked. A dash means the organization does not publish that fact.
Founding — "Thus, in 2014, The PEER 150 was born" per the organisation's own story page.
The PEER 150 is a US network of senior human resources leaders, founded in Portland, Oregon in 2014 as a deliberate alternative to conference-centre events. Its defining format is the regional dinner: 40 to 70 HR leaders gathered at a member's own headquarters for an evening that includes a site tour, workshop or presentation alongside the meal, rather than a hotel ballroom with a vendor hall. Around that sit peer-led webinars and roundtables launched in 2020, the PEER of the Year Awards for CHROs and chief people officers, an annual National Summit, and the PDXYZ conference in Portland, a two-and-a-half-day cross-discipline event for HR, marketing and cybersecurity leaders. Members are spread across twelve regional chapters and get access to all events, member Slack and LinkedIn channels, and recordings. Membership carries no fee: the organisation states plainly that "Membership is completely FREE". The business is funded by sponsors and partners, who pay for access to the executives in the room.
How it works
Members apply through the website and, once accepted, can attend any PEER 150 event - regional dinners, virtual sessions and the National Summit - at no charge. Regional dinners are hosted at members' own headquarters, so the host organisation supplies the venue and usually a tour or workshop. Between events members use the community's Slack and LinkedIn channels and can watch recordings of past sessions.
Typical member
Members are CHROs, chief people officers, EVPs and SVPs of HR and comparable senior people leaders at large US employers; the member directory lists executives from companies including Kaiser Permanente, Nike, Georgia Power, Chick-fil-A and NCR Voyix. The organisation reports a mix of C-suite, VP/SVP and director-level attendees.
Membership requirements
Requirements in detail, with history →Requirements are the tests the organization itself publishes — an age ceiling, a company-revenue floor, a net-worth minimum, a role. Where a figure straddles a range, the organization's own assessment decides. Local chapters can apply stricter tests than the published standard.
| Criterion | Published requirement | Provenance |
|---|---|---|
| Role or title | Senior HR leader - CHRO, chief people officer, EVP/SVP/VP of human resources or equivalent | Verified September 2026Medium confidenceSource ↗ |
| Geographic restriction | United States | Verified September 2026High confidenceSource ↗ |
| Other criterion | Gatherings are described as invite-only; members apply and are reviewed before being admitted | Verified September 2026Medium confidenceSource ↗ |
Published criteria as verified on the dates shown. Final eligibility and admission decisions belong entirely to The PEER 150. See how you compare against these criteria →
Initiation fees are paid once on joining; dues recur. Chapter dues, retreats, travel and events are usually additional and are listed separately when the organization discloses them. Figures are as published or reported on the date shown — not quotations.
| Cost | First year | Three years | Provenance | |
|---|---|---|---|---|
| Annual duesa year | $0 | $0 | Verified September 2026High confidenceSource ↗ | |
| Initiation feeonce | $0 | $0 | Verified September 2026Medium confidenceSource ↗ | |
| Event costs | Member events including the National Summit are included in membership. The PDXYZ conference sells registrations more widely; its member pricing is not published. | Source ↗ | ||
| Estimated total, disclosed figures only | $0 | $0 | Not counted: Event costs. | |
Structure and programming
Where it operates
12 cities with a page on this site| Chapter or location | City |
|---|---|
| The PEER 150 Los Angeles | Los Angeles |
| The PEER 150 San Francisco | San Francisco |
| The PEER 150 Atlanta | Atlanta |
| The PEER 150 Chicago | Chicago |
| The PEER 150 Boston | Boston |
| The PEER 150 Minneapolis | Minneapolis |
| The PEER 150 New York | New York |
| The PEER 150 Portland | Portland |
| The PEER 150 Nashville | Nashville |
| The PEER 150 Austin | Austin |
| The PEER 150 Dallas | Dallas |
| The PEER 150 Seattle | Seattle |
Independent context
The PEER 150 is a sponsor-funded events network rather than a peer-advisory organisation: there are no facilitated small-group forums, no chairs and no dues. That makes the calculation simple for a qualifying HR executive - the cost is time - but it also means the commercial relationship runs through the sponsors, who are sold "direct access to decision-makers", so members should expect commercial presence around the programme even though the dinners themselves are peer-led. The host-at-your-own-headquarters format is genuinely distinctive and is what members cite. Two caveats a researcher should note: the site's own numbers disagree, with twelve chapters on one page and fifteen on another; and the marketing and technology verticals the organisation once ran are effectively gone, their websites throwing server errors, so this is now an HR community with a cross-discipline annual conference attached.
Editorial analysis by Peer Group Guide editors. It is separated from the record above and follows the editorial policy.
Similar organizations
Alternatives, grouped by need →History and changes
Site-wide change log →- milestoneThe PEER 150 founded in Portland, Oregon as an "un-conference" alternative to hotel-ballroom executive events, with gatherings hosted at members' own headquarters ↗
- milestoneWebinar and interactive roundtable series launched to keep members connected between in-person events ↗
- milestoneMembership reported at over 800 senior HR leaders across 12 regional chapters; the National Summit was scheduled for Seattle, 15-17 October ↗
Milestones as published by the organization or reported by a named source. “Record” entries are changes to this site’s own record of the organization, kept in the public change log rather than overwritten.
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Sources
- The PEER 150 - home, The PEER 150. Accessed 6 September 2026.tier 1
- The PEER 150 Story, The PEER 150. Accessed 6 September 2026.tier 1
- Our Members - The PEER 150, The PEER 150. Accessed 6 September 2026.tier 1
- Regional Events - The PEER 150, The PEER 150. Accessed 6 September 2026.tier 1
- Partnership Opportunities - The PEER 150, The PEER 150. Accessed 6 September 2026.tier 1
- Apply for Membership - The PEER 150, The PEER 150. Accessed 6 September 2026.tier 2
Source tiers follow the published hierarchy: 1 official site · 2 official membership materials · 3 application documents · 4 annual reports · 5 government filings · 6 reliable business publications · 7 credible interviews · 8 other reputable secondary sources. Sources and data policy.
Is something wrong or out of date?
Represent The PEER 150? Verified representatives can submit corrections to fees, criteria, chapters and contact details, and add approved material. Submissions are reviewed by an editor and shown as organization-supplied; they never overwrite independent research.