Chief People Officer

The Trevor Project

Chief People Officer setting vision for human capital strategy at The Trevor Project. Leading organizational evolution and development to empower workforce and support LGBTQ+ youth.

Posted 6/17/2026full-timeRemote • 🇺🇸 United StatesLead💰 $260,000 - $280,000 per yearWebsite

About the role

Key responsibilities & impact

Set the overarching vision for a modern, remote people and culture strategy that aligns workforce planning with the organization’s multi-year strategic goals and core values.
Act as a strategic advisor and thought partner to the CEO and executive leaders on organizational design, change management, and leadership development.
Lead and navigate significant organizational evolution and development, leveraging data and analytics to drive effectiveness and workforce planning.
Directly lead, mentor, and coach an evolving People team, instilling an inclusive culture rooted in mutual trust, data-informed execution, and clear accountability.
Design and execute a comprehensive internal engagement strategy to cultivate foundational trust and capture the pulse of the staff.
Cultivate an inclusive environment for all staff, ensuring that diversity, equity, inclusion, and belonging frameworks are embedded deeply into the organization's overarching culture, operational systems, and every stage of the employee lifecycle.
Foster an open, mission-first culture that skillfully balances deep empathy with clear institutional boundaries and accountability frameworks.
Partner with the Executive Director and Director of People at Trevor Mexico to ensure alignment, strong collaboration, and cultural integration.
In partnership with the General Counsel, serve as an organizational leader in labor relations, effectively managing and honoring the collective bargaining agreement with the union representing employees in the bargaining unit.
Create robust learning, mentorship, and development pipelines that span from all-staff learning and development initiatives to programs specifically tailored to support and upskill first-time managers.
Ensure foundational HR infrastructure, systematically rebuilding and stabilizing essential operational systems, including payroll, total rewards, and leave administration where needed.
Streamline day-to-day transactional workflows, ensuring compliance with internal policies and applicable laws while maximizing data integrity.
Oversee and optimize the People function’s budget, ensuring that investments in technical resources and headcount directly support macro-organizational priorities.

Requirements

What you’ll need

10–15 years of progressive People/HR experience, including at least 5 years in an executive-level leadership role.
Demonstrated success leading organizational change, stabilizing HR departments, and guiding teams through strategic transitions.
A strong history of balancing high-level strategy with a willingness to get "into the weeds" to strengthen and build operational foundational infrastructure.
Direct experience working within unionized environments and managing collective bargaining agreements.
Proven ability to engage, lead, and establish healthy boundaries with a highly passionate, mission-driven employee base.
Ability to develop personnel frameworks or management styles tailored to high-stress, 24/7, and shift-based crisis-focused environments.
Deep empathy for the systemic challenges and intersectional realities facing LGBTQ+ and other marginalized communities, with the ability to ensure HR systems and benefits maintain cultural competency and affirming language.
Proven ability to integrate organizational values and diversity, equity, inclusion and belonging practices into the employee lifecycle.
Success managing culture, collaboration, and performance metrics across entirely distributed, remote teams. Prior experience with 24/7 and shift-based teams is a plus.
Prior experience partnering with international entities (specifically Spanish-speaking or Latin American branches) is a plus.
Prior experience navigating progressive, mid-to-large scale non-profit environments is a plus.

Benefits

Comp & perks

Comprehensive health coverage, including plans that support various gender affirmation care needs
Mental health resources, with access to virtual care and a variety of in and out of network options for support
403(b) retirement plan with a 3% employer match, vesting over three years
Generous paid time off and company holidays to rest and recharge
Employee Assistance Program (EAP) offering confidential emotional support, work-life solutions, financial and legal guidance, and online resources
Remote work flexibility from anywhere in the continental U.S., Alaska, or Hawaii- with provided technology, a home office setup reimbursement, and a monthly internet reimbursement

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Hard Skills & Tools

organizational designchange managementleadership developmentdata analyticsHR infrastructurepayroll administrationtotal rewards managementleave administrationcollective bargaining agreementsemployee lifecycle management

Soft Skills

strategic advisingmentoringcoachinginclusive culture cultivationempathyboundary settingcollaborationtrust buildingcommunicationcultural competency