Chief People Officer

About The Trevor Project

The Trevor Project is a leading organization focused on suicide prevention and crisis response for LGBTQ+ young people. For nearly three decades, it has supported lesbian, gay, bisexual, transgender, queer, and questioning youth by providing 24/7 digital and phone-based crisis lifelines, maintaining TrevorSpace as an online peer support community, advancing research-driven advocacy, and delivering public education and institutional training to create safer environments for queer youth.

The organization is also evolving its operating model to become a long-term societal solution, strengthening resilience, broadening revenue, and increasing its ability to scale impact through a field-catalyst approach.

Core Values

• Heart: Act with compassion and focus on what truly matters.
• Integrity: Earn trust through consistent words and actions.
• Community: Work collectively as a powerful force for good.
• Belonging: Support the mission and one another as allies.
• Progress: Keep moving forward and improving continuously.

Role Overview

As Chief People Officer, you will be a senior executive partner to the CEO and a key member of the leadership team. You will shape and execute a modern people strategy that supports every stage of the employee lifecycle, strengthens organizational cohesion, and helps build the infrastructure needed for a remote, high-accountability environment.

Location, Reporting, and Work Setup

This is a fully remote position for candidates located in the continental United States, Alaska, or Hawaii. Some travel may be required from time to time. The role reports directly to the Chief Executive Officer.

Eligibility and Classification

Applicants must be legally authorized to work for any employer in the United States. Visa sponsorship is not available for this position. This is a full-time exempt role and is not part of the union bargaining unit.

Compensation

The annual salary range for this role is $260,000 to $280,000, with final compensation determined based on experience and market competitiveness.

Key Responsibilities

• Define and lead a forward-looking people and culture strategy that aligns workforce planning with the organization’s strategic priorities and values.
• Advise the CEO and executive team on organizational structure, change initiatives, and leadership capability building.
• Use workforce data and analytics to support organizational development, transitions, and planning.
• Lead, coach, and develop the People team while building a culture grounded in trust, inclusion, accountability, and evidence-based execution.
• Design internal engagement efforts that strengthen staff trust and provide a clear understanding of employee sentiment.
• Embed diversity, equity, inclusion, and belonging into culture, operations, and each stage of the employee experience.
• Promote a mission-centered environment that balances compassion with appropriate boundaries and accountability.
• Work closely with the Executive Director and the Director of People at Trevor Mexico to maintain alignment and collaboration.
• Partner with the General Counsel on labor relations and the management of the collective bargaining agreement.
• Build and strengthen learning and development programs, including organization-wide learning and support for new managers.
• Reinforce core HR systems, including payroll, total rewards, and leave administration where improvements are needed.
• Improve transactional HR processes while maintaining policy compliance, legal compliance, and strong data quality.
• Manage the People function budget and ensure resources are directed toward strategic organizational needs.

Required Experience and Background

• 10 to 15 years of progressive experience in People or HR leadership, including at least 5 years in an executive-level role.
• Proven success leading change, stabilizing HR operations, and guiding teams through strategic transformation.
• Ability to combine high-level strategy with hands-on problem solving and operational execution.
• Experience working in unionized settings and handling collective bargaining agreements.
• Skill in setting healthy boundaries and leading a passionate, mission-driven workforce.
• Ability to create people practices suited to high-stress, 24/7, and shift-based crisis environments.
• Strong cultural competency and empathy for the lived realities of LGBTQ+ and other marginalized communities.
• Experience integrating organizational values and DEIB principles across the employee lifecycle.
• Success managing culture, collaboration, and performance across fully remote teams.
• Experience supporting 24/7 or shift-based operations is preferred.
• Experience working with international teams, especially Spanish-speaking or Latin American operations, is a plus.
• Background in progressive nonprofit environments of mid to large scale is a plus.

Benefits and Perks

• Medical coverage that includes options supporting gender-affirming care needs.
• Mental health support, including virtual care and both in-network and out-of-network options.
• 403(b) retirement savings plan with a 3% employer match and three-year vesting.
• Generous paid leave and company holidays.
• Employee Assistance Program with emotional support, work-life resources, financial and legal guidance, and online tools.
• Remote flexibility from anywhere in the continental U.S., Alaska, or Hawaii, along with provided technology, home office setup reimbursement, and monthly internet reimbursement.

Equal Opportunity and Accommodation

The organization offers equal employment opportunity to all employees and applicants regardless of race, color, religion, sex, gender, gender identity or expression, sexual orientation, national origin, age, disability, genetic information, veteran status, or any other protected status under applicable law. Reasonable accommodations are available for applicants who need support during the hiring process.

Additional Information

The Trevor Project operates with a unionized workforce represented by the Communications Workers of America (CWA). This role is excluded from the bargaining unit because it is confidential, managerial, or supervisory in nature, and it may require communicating management decisions to bargaining unit employees.

The hiring process is being managed by an external recruiting partner, and applications must be submitted through that partner’s application portal rather than through the employer’s own website. Requests for accommodation during the application or interview process may be directed to the contact provided by the recruiter.