• 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.

• Empower leaders, support employees, and execute HR initiatives • Act as an advisor to People Leaders and employees on local HR topics • Provide coaching and support on employee relations and compliance • Manage employee relations issues and grievance matters • Ensure compliance with local regulations/laws/policies • Execute and support HR initiatives across the talent lifecycle

• Lead the global people experience strategy across HR service channels, digital platforms and employee touchpoints to improve usability, adoption and satisfaction. • Establish and oversee a robust measurement framework for service effectiveness, self-service adoption, employee satisfaction and failed customer interactions (FCI). • Partner with HR Centres of Excellence, HR Technology and global product teams to design and optimise employee experiences across the full employee lifecycle. • Identify key moments that matter and collaborate with HR leaders and COEs to design and implement consumer-grade digital experiences that provide employee support at the point of need. • Implement "listening strategies" such as surveys and focus groups to gather feedback and monitor the external environment for innovations; translate insights into actionable plans to improve employee experience and satisfaction outcomes. • Drive awareness and adoption of channel & service delivery across all HR. • Manage team of service delivery specialists to build global, standard work to measure effectiveness of each service tier, identify opportunities for case deflection and provide product teams recommendations to improve FCI (Failed Customer Interactions). • Enhance transparency and reporting across all employee HR interactions by partnering with key vendors to integrate case data into Workday system of record. • Define standards and governance for digital HR experiences, including usability testing, enhancement roadmaps and continuous optimisation. • Own channel adoption and effectiveness, including deskless and mobile self-service; partner closely with change management to develop and deploy stakeholder engagement strategies, communication, and training to increase self-service adoption. • Oversee HR knowledge management (policy/content) including inventory, content/policy ownership and simplification activities.

• Act as a primary HR partner for assigned business units, advising leaders on people strategy, performance, and organizational design. • Coach managers on effective people practices including feedback, development conversations, performance management, and career conversations. • Partner with leadership to translate company priorities into team-level people plans and measurable outcomes. • Design, deliver, and iterate programs that drive employee engagement, inclusion, and wellbeing. • Support onboarding, development, and offboarding to ensure consistent, high-quality experiences across the employee lifecycle. • Collaborate with People Ops and cross-functional teams to gather feedback, analyze engagement data, and recommend improvements. • Manage HR processes for your portfolio including role changes, leaves, accommodations, and compensation inputs, ensuring accuracy and timeliness in HR systems. • Maintain up-to-date employee records, documentation, and process guides following company policies and applicable regulations. • Support audits, reporting, and ad-hoc people metrics to inform leadership decisions. • Partner with Talent and People teams to drive performance review cycles, calibration, and development programs. • Identify talent risks and gaps, support succession planning, and help coordinate internal mobility and development opportunities. • Support recruitment partners to ensure a smooth candidate experience and timely role fills for your business areas. • Champion inclusive practices and collaborate on initiatives that foster belonging across remote and distributed teams. • Collect and synthesize feedback from employees and leaders to propose and implement process improvements. • Contribute to People team projects, cross-functional working groups, and change management efforts.