Regional Director of Talent

Regional Director of Talent Role Mission: The Regional Director of Talent (RDT) will work closely with the regional Executive Director and regional leadership team to attract, engage, select and retain high-quality leader, teacher, regional team, and campus support staff candidates for all openings. They will also build and manage a team of recruiters who expertly engineer the hiring, onboarding, and employee experience at IDEA. The RDT is responsible for overseeing the development of the regional recruitment strategy and managing the selection, hiring, and matriculation process for all campus & regional headquarter positions to ensure that our region has the talent IDEA requires in order to meet its yearly student achievement goals and, ultimately, 100% college matriculation. The RDT also partners with the Executive Director to articulate, define, and communicate a regional point of view regarding employee retention and organizational health.

Location: This is a full-time on-site position based in Permian Basin (Midland/Odessa), TX, with preference given to candidates who live in the region or who are willing to relocate.

Supervisory Responsibilities:

1. 1+ Talent Recruiters

What You'll Do Accountabilities:

Workforce Strategy

1. Collaborate with senior leadership to create a comprehensive workforce strategy aligned with the organization's goals.
2. Analyze current staffing trends, turnover rates, and growth projections to inform strategic decisions.
3. Work closely with finance and HR teams to understand budget allocations for staffing and talent initiatives.
4. Develop and maintain accurate staffing budgets, considering salary costs, benefits, and recruitment expenses. Regularly review budget performance and adjust strategies as needed.
5. Partner with regional and campus leaders to assess staffing needs based on student enrollment, program expansion, and organizational changes.
6. Conduct workforce gap analyses to identify areas requiring additional talent.
7. Collaborate with regional and national leadership to create hiring plans that align with projected needs.
8. Anticipate seasonal fluctuations and plan for peak hiring periods (e.g., summer or start of the academic year).
9. Identify critical roles and develop succession plans to ensure continuity.
10. Utilize workforce analytics to track key metrics (e.g., time-to-fill, retention rates, diversity metrics).

Sourcing and Recruitment

1. Craft a comprehensive recruitment strategy to address workforce planning analysis.
2. Establish and maintain strategic community partnerships with relevant organizations, colleges and universities, teacher certification programs, and other sources of prospective talent.
3. Identify new pipelines for high-quality talent, focusing on hard-to-fill positions such as K-12 Special Education teachers, bus drivers, licensed vocational nurses (LVNs), and registered nurses (RNs).
4. Coach staffing team members in the field to build the capacity to attract, compel, and persuade high-quality candidates to apply to IDEA.
5. Schedule and plan early and ongoing hiring events, referral campaigns, and recruitment engagements.
6. Ensure candidates receive communication from IDEA within the appropriate timelines to provide the best candidate experience.

Selection and Hiring

1. Effectively screen candidates for regional headquarters and all campus-based positions including verifying required credentials, determining eligibility in line with district and state policies, and assessing quality and fit.
2. Oversee regional operating procedures in accordance with regional, state, or federal compliance requirements.
3. Ensure the quality of candidates being sent to hiring managers meets the bar through monitoring the volume and evaluation of candidates against regional and campus non-negotiables.
4. Set vision and expectation for quickly filling mid-year vacancies to achieve and maintain a week over week average teacher occupancy rate of 95% or higher.

Employee Experience

1. Design, execute, and monitor a comprehensive staff retention strategy for the region.
2. Collaborate with the regional leadership team to design and execute a professional development sequence for leaders at all levels to become stronger people managers.

Team Development

1. Oversee a team of one or more talent recruiters, providing clear direction, setting performance expectations, and ensuring alignment with organizational goals.
2. Regularly assess team members' performance, provide constructive feedback, and address any performance gaps.

Qualifications:

1. Bachelor's degree required; SHRM/PHR/SPHR certification preferred.
2. At least 5 years experience in staffing or education required.
3. At least 1 year of experience managing 1+ direct reports to achieve results required.
4. Knowledge of basic principles and practices of talent acquisition.

Physical Requirements:

1. Must be able to sit for extended periods of time.
2. Must be able to lift and carry or otherwise move 20 pounds.

What We Offer: Compensation & Benefits: Salaries for people entering this role typically fall between $94,700 and $111,300, commensurate with relevant experience and qualifications. This role is also eligible for performance pay based on organizational performance and goal attainment. Additionally, we offer medical, dental, and vision plans, disability, life insurance, parenting benefits, flexible spending account options, generous vacation time, referral bonuses, professional development, and a 403(b) plan.#J-18808-Ljbffr