Director, Talent and Inclusion

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.

Learning, Development & Onboarding

• 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.
• Promote a culture of continuous learning and development aligned with Trevor’s mission, values, and operational needs.
• 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.

Culture, Inclusion & Employee Engagement

• 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.

Leadership & Team Development

• 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.

Organizational Partnership & Operations

• 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.