Regional Talent Partner- IDEA Cincinnati

Regional Talent Partner

The Regional Talent Partner works under the direction of the Senior Regional Director of Talent to lead IDEA Greater Cincinnati's efforts to build a high-performing, stable team across the region. The recruiter supports the Senior Regional Director of Talent in developing and executing a comprehensive regional talent strategy that builds educator pipelines, strengthens onboarding and retention systems, and ensures every campus is fully staffed with exceptional, mission-aligned professionals from day one.

Under the leadership of the Senior Director of Regional Talent, this role plays a pivotal part in transforming IDEA Greater Cincinnati's staffing systems from reactive to strategic. By cultivating strong pipelines, leading recruitment excellence, and strengthening onboarding and retention, the Regional Talent Partner helps ensure IDEA GC builds the team stability necessary to achieve lasting academic and organizational success.

Location:

This is a full-time on-site position based in Cincinnati, OH.

1. Strategic Talent Planning & Partnerships

• Build and maintain high-impact partnerships with universities, teacher preparation programs, and alternative certification providers to ensure a sustainable educator pipeline.
• Partner with regional and campus leaders to forecast hiring needs, identify hard-to-fill roles, and plan early recruitment cycles.
• Represent IDEA GC at recruitment fairs, university events, and community gatherings as a brand ambassador, promoting our mission and opportunities.
• Provide data and recommendations to the Senior Regional Director of Talent to inform regional hiring strategy and future workforce planning.

2. Recruitment & Selection

• Manage full-cycle recruitment for assigned instructional and non-instructional roles, ensuring every vacancy is filled with high-quality candidates.
• Execute regional recruitment campaigns and job postings that align with IDEA GC's community-facing brand and messaging.
• Source, screen, and select candidates using a data-driven approach that prioritizes quality, mission alignment, and retention potential.
• Collaborate with campus leaders and regional operations staff to ensure 100% of roles are filled by the first day of school.
• Use data dashboards to track time-to-fill, candidate quality, diversity, and conversion rates, and share insights regularly with the Senior Regional Director of Talent.

3. Onboarding & Retention

• Partner with the Senior Regional Director of Talent and HR team to design and implement onboarding and early support systems that accelerate new hire integration and engagement.
• Conduct structured pulse checks and exit interviews; analyze and communicate trends to identify and address root causes of turnover.
• Collaborate with regional and campus leadership to execute retention action plans, with a focus on high-need roles and campuses.
• Track and report retention trends and culture survey results to inform leadership decision-making.

4. Talent Data, Systems, & Continuous Improvement

• Maintain accurate data in the applicant tracking system and produce monthly recruitment and retention dashboards for regional review.
• Analyze trends in hiring, onboarding, and retention to identify opportunities for process improvement and support the Senior Regional Director of Talent in implementing changes.
• Ensure compliance with all applicable Ohio educator credentialing and background check requirements.
• Contribute to the continuous improvement of IDEA GC's regional talent systems, tools, and communication protocols.

Performance Indicators

• 100% of critical roles (teachers, counselors, operations staff) filled by the first day of school.
• 90% new-hire offer acceptance rate.
• Year-one retention rate of 85% or higher for new hires.
• At least two active university or certification partnerships producing a steady pipeline of early career talent.
• Reduction in average time-to-fill for high-need positions.
• Improved teacher and staff retention, as measured by annual organizational health and staff retention data.

Education:

• Bachelor's degree required; advanced degree or SHRM/PHR certification preferred.

Experience:

• Minimum of 3–5 years of…