About Trevor:
The Trevor Project is the leading suicide prevention and crisis intervention organization for LGBTQ+ young people. Trevor offers 24/7 crisis services, connecting highly trained counselors with LGBTQ+ young people whenever they need support. To drive prevention efforts, The Trevor Project also operates robust research, advocacy, education, and peer support programs. We’ve been saving lives every day for over 25 years.
Every day, and in every role, our staff contribute to our critical mission of ending suicide among lesbian, gay, bisexual, transgender, queer & questioning young people by embodying our values:
Heart–We care deeply and commit to do what matters
Integrity–We build trust through our words and actions
Community-Together, we are an unstoppable force for good
Belonging-We serve as allies to the mission, and to each other
Progress-We continually move onward and upward
Title: Director, Talent & Inclusion
Reports to: Chief People Officer
Location: This role will be remote in the continental US, Alaska, or Hawaii but must be available to operate within continental US time zones
FLSA Status: Exempt
Hours: Full-time
Union Status: Non-Union
Salary Range: $110,000 -$140,000
Summary:
The Director, Talent & Inclusion is a critical leadership role responsible for shaping and strengthening the employee experience across key moments of the talent lifecycle at The Trevor Project. Reporting to the Chief People Officer, this leader will oversee talent acquisition, learning & development, onboarding strategy, and culture & engagement initiatives while helping build a high-performing, inclusive, trust-centered People function.
This role is both strategic and highly hands-on. The Director will partner closely with leaders across the organization and other members of the People team to develop and implement talent strategies, strengthen hiring and onboarding practices, elevate manager capability, and foster a culture of trust, accountability, inclusion, and continuous learning across a fully-remote workforce comprised of union and non-union staff, and 24/7 shift workers.
The Director will lead and mentor a small team while also rolling up their sleeves to build systems, improve processes, establish scalable practices, and strengthen the overall effectiveness and credibility of the People team. This individual will serve as a trusted advisor to hiring managers and leaders across Trevor, bringing a thoughtful, collaborative, and solutions-oriented approach to organizational partnership and employee experience design.
The ideal candidate brings experience leading talent and culture functions within complex, mission-driven, and evolving environments and is energized by the opportunity to help stabilize, strengthen, and scale people practices during a period of organizational transformation.
Roles and Responsibilities:
Talent Acquisition & Workforce Strategy
Minimum Qualifications:
The Trevor Project provides equal employment opportunities (EEO) to all employees and qualified applicants for employment without regard to race, color, religion, sex, gender, gender identity or expression, sexual orientation, national origin, age, disability, genetic information, veteran status, or any other status protected by applicable law or policy. The Trevor Project complies with all applicable laws regarding equal opportunity in employment.
The Trevor Project is the leading suicide prevention and crisis intervention organization for LGBTQ+ young people. Trevor offers 24/7 crisis services, connecting highly trained counselors with LGBTQ+ young people whenever they need support. To drive prevention efforts, The Trevor Project also operates robust research, advocacy, education, and peer support programs. We’ve been saving lives every day for over 25 years.
Every day, and in every role, our staff contribute to our critical mission of ending suicide among lesbian, gay, bisexual, transgender, queer & questioning young people by embodying our values:
Heart–We care deeply and commit to do what matters
Integrity–We build trust through our words and actions
Community-Together, we are an unstoppable force for good
Belonging-We serve as allies to the mission, and to each other
Progress-We continually move onward and upward
Title: Director, Talent & Inclusion
Reports to: Chief People Officer
Location: This role will be remote in the continental US, Alaska, or Hawaii but must be available to operate within continental US time zones
FLSA Status: Exempt
Hours: Full-time
Union Status: Non-Union
Salary Range: $110,000 -$140,000
Summary:
The Director, Talent & Inclusion is a critical leadership role responsible for shaping and strengthening the employee experience across key moments of the talent lifecycle at The Trevor Project. Reporting to the Chief People Officer, this leader will oversee talent acquisition, learning & development, onboarding strategy, and culture & engagement initiatives while helping build a high-performing, inclusive, trust-centered People function.
This role is both strategic and highly hands-on. The Director will partner closely with leaders across the organization and other members of the People team to develop and implement talent strategies, strengthen hiring and onboarding practices, elevate manager capability, and foster a culture of trust, accountability, inclusion, and continuous learning across a fully-remote workforce comprised of union and non-union staff, and 24/7 shift workers.
The Director will lead and mentor a small team while also rolling up their sleeves to build systems, improve processes, establish scalable practices, and strengthen the overall effectiveness and credibility of the People team. This individual will serve as a trusted advisor to hiring managers and leaders across Trevor, bringing a thoughtful, collaborative, and solutions-oriented approach to organizational partnership and employee experience design.
The ideal candidate brings experience leading talent and culture functions within complex, mission-driven, and evolving environments and is energized by the opportunity to help stabilize, strengthen, and scale people practices during a period of organizational transformation.
Roles and Responsibilities:
Talent Acquisition & Workforce Strategy
- Lead and evolve Trevor’s talent acquisition strategy, processes, and practices to ensure an inclusive, high-touch, and mission-aligned candidate experience
- Partner with hiring managers and organizational leaders to provide strategic guidance throughout the recruitment lifecycle, including workforce planning, sourcing strategy, candidate assessment, interview process design, and selection decisions
- Strengthen and standardize recruiting operations, tools, and workflows to improve efficiency, consistency, communication, and candidate experience
- Develop inclusive hiring practices, resources, and training that support equitable and effective hiring decisions across the organization
- Oversee recruiting analytics, reporting, and talent insights to inform organizational decision-making and identify opportunities for continuous improvement
- Partner closely with hiring managers to strengthen interviewing capability and reinforce best practices in talent selection and onboarding
- Ensure recruiting strategies effectively support hiring needs for positions at all levels within a 24/7 shift-based service environment as well as administrative operations
- Oversee organization-wide learning and development strategy in partnership with the Learning & Development Manager
- Support the development of scalable learning experiences that strengthen manager capability, employee growth, leadership effectiveness, communication, performance management, and organizational culture
- Guide the continued evolution of Trevor’s onboarding and orientation experience to ensure new hires feel connected, informed, supported, and positioned for success
- Partner with People team members and cross-functional leaders to improve onboarding coordination, onboarding communications, and early employee experience touchpoints
- Promote a culture of continuous learning and development aligned with Trevor’s mission, values, and operational needs
- Lead and support initiatives that strengthen organizational culture, belonging, engagement, and employee trust across Trevor
- Partner with the Culture & Engagement Manager to build and sustain a culture of trust grounded in transparency, accountability, inclusion, and collaboration
- Support the development of inclusive employee programs, engagement initiatives, manager resources, and organizational practices that strengthen connection and retention across a fully remote workforce including 24/7 shift-based staff
- Partner cross-functionally to ensure culture and engagement initiatives are accessible and inclusive for employees working across varying schedules, shifts, and operational environments
- Help strengthen LGBTQ+, intersectional, and other cultural competencies and inclusive leadership practices across the organization
- Lead, coach, and develop team members across talent acquisition, learning & development, and culture & engagement functions
- Foster a collaborative, accountable, growth-oriented team environment grounded in empathy, clarity, integrity, and operational excellence
- Provide mentorship and direct support to developing team members while helping establish scalable systems, processes, and standards across the function
- Build strong relationships across the organization and serve as a trusted, approachable, and solutions-oriented People leader
- Partner closely with the Chief People Officer and organizational leaders to align talent and culture strategies with Trevor’s broader organizational priorities
- Navigate highly collaborative and cross-functional environments with strong partnership across the People team, Internal Communications, Legal, Technology and organizational leadership
- Approach all work and interactions with empathy and inclusion, to create relationships with teams and individuals at all levels, working closely with colleagues to brainstorm ideas, discuss pros/cons, and develop ways forward, listening and responding to develop mutual understanding and trust
- Communicate clearly - both in written and verbal form - for internal audiences, distilling complex information into compelling, easily digestible narratives; conveying information around policies, legal and compliance considerations, and best practices in a way that is understood by staff at all levels
- Work collaboratively with relevant external partners
- Think strategically, taking into account HR considerations in addition to cultural, operational, and legal considerations
- Demonstrate a commitment to fostering and maintaining an environment of inclusion and belonging, modeling Trevor’s values and enhancing culture in everyday interactions as well as operational initiatives
- Maintaining knowledge competency relating to The Trevor Project’s programs, services, and strategic goals, as well as the LGBTQ+ community we serve
- Demonstrate fair, ethical, and equitable business practices
- Handle sensitive and confidential matters with the utmost discretion and integrity, with regard for cultural, operational, and legal considerations
- Learn eagerly, share knowledge appropriately, and improve continuously
- Demonstrate successful planning and problem-solving skills, including multitasking and working well within tight timelines
- Demonstrate attention to detail and accuracy in all work
- Handle other relevant duties and responsibilities as assigned
Minimum Qualifications:
- 10+ years of progressive experience leading talent acquisition, employee engagement, learning & development, or broader talent management functions
- Experience building or transforming talent and people programs within evolving, growing, or highly matrixed organizations
- Demonstrated success balancing strategic leadership with hands-on execution in fast-paced environments
- Experience leading and developing high-performing teams, including mentoring and coaching junior staff members
- Strong knowledge of talent acquisition best practices, onboarding strategy, employee engagement, and inclusive hiring approaches
- Experience operating within unionized environments and ability to navigate employee relations dynamics thoughtfully and collaboratively
- Strong project management and operational planning skills with the ability to manage multiple priorities, stakeholders, and timelines simultaneously
- Exceptional communication, collaboration, and relationship-building skills across all organizational levels
- Demonstrated commitment to fostering inclusive, equitable, and mission-aligned workplace cultures
- Ability to navigate ambiguity, organizational change, and evolving priorities with sound judgment
- Experience leveraging and optimizing reporting tools, workforce analytics, applicant tracking systems and talent technologies, including Lever, to strengthen recruiting operations, reporting, candidate experience, workflow efficiency, and hiring manager engagement across the organization
- Strong emotional intelligence, integrity, discretion, and ability to build trust across diverse teams and stakeholders
- Professional proficiency in spoken and written English
- Experience supporting talent, culture, or employee experience initiatives within 24/7 and shift-based organizations, and global or internationally distributed organizations is strongly preferred
- Spanish language proficiency is a plus
The Trevor Project provides equal employment opportunities (EEO) to all employees and qualified applicants for employment without regard to race, color, religion, sex, gender, gender identity or expression, sexual orientation, national origin, age, disability, genetic information, veteran status, or any other status protected by applicable law or policy. The Trevor Project complies with all applicable laws regarding equal opportunity in employment.
Our Commitment to Diversity, Equity, Inclusion & Belonging
![](\"https://www.nonprofithr.com/wp-content/uploads/2019/11/NPHR-Diversity-Statement-232x300.png\")
Nonprofit HR is committed to fostering and maintaining a work environment where diversity, equity, and inclusion (DEI) are fully integrated into everything we do for the benefit of our employees and the clients that we serve. To fully realize our goal, we prioritize our understanding of the complexities of DEI within our workforce to inform our approach to talent management. We believe that this guides how we do our work, advise our clients to operationalize DEI and position our content and educational opportunities help strengthen the talent management capacity of the social impact sector.
Continue reading our about our commitment at nonprofithr.com/deinow.
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