About MorseLife
For more than 40 years, MorseLife Health System has been setting the standard for exceptional senior care in South Florida. As a nonprofit healthcare system, we are dedicated to enriching the lives of older adults through compassionate care, clinical excellence, innovation, and service.
We are proud to be recognized as a:
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Great Place To Work® Certified employer
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5-Star Teaching Nursing Home
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Recipient of the Gold Seal Award from the Governor’s Panel on Excellence in Long-Term Care
At MorseLife, learning never stops. As a respected teaching organization, we proudly partner with leading colleges, universities, and healthcare training institutions to educate and mentor the next generation of healthcare professionals. Through our robust clinical rotation program, students gain valuable hands-on experience while working alongside experienced clinicians and interdisciplinary teams dedicated to excellence.
Our academic partners include:
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Academy for Nursing and Health Occupations
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Barry University
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Florida Atlantic University (FAU)
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Florida International University (FIU)
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Keiser University
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Lynn University
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Nova Southeastern University (NSU)
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Palm Beach State College (PBSC)
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South Florida Healthcare Institute
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South University
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University of Miami (UM)
Whether you’re beginning your career or bringing years of experience, you’ll find opportunities to learn, grow, and make a meaningful impact every day.
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40+ years of serving South Florida seniors and their families
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1,700+ dedicated team members united by a shared mission
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5-Star Teaching Nursing Home recognized for excellence in care
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Great Place To Work® Certified workplace
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Gold Seal Award recipient from the Governor’s Panel on Excellence in Long-Term Care
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11 academic partnerships helping educate tomorrow’s healthcare professionals
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Comprehensive continuum of care, including Independent Living, Assisted Living, Memory Care, Skilled Nursing, Short-Term Rehabilitation, Hospice, Home Health, PACE, and Community-Based Services
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Mission-driven nonprofit organization committed to excellence, compassion, and innovation
The Manager of Talent Acquisition & Onboarding provides strategic and operational leadership for all recruitment and onboarding functions across MorseLife Health System. This position is responsible for developing innovative recruitment strategies, strengthening workforce planning initiatives, ensuring regulatory compliance, enhancing the candidate and hiring manager experience, and leading a seamless onboarding process that supports employee engagement and retention.
The Manager oversees the Recruitment and Onboarding teams while partnering with operational leaders to attract, hire, and successfully integrate exceptional talent. This role also serves as the organization's subject matter expert in recruitment operations, onboarding best practices, employment branding, recruitment compliance, and workforce planning.
How You’ll Make an Impact
Recruitment Leadership
Lead the day-to-day operations of the Recruitment Department.
Direct and coach Recruiters and Onboarding Specialists.
Monitor recruiter productivity, workload, customer service, candidate pipelines, and hiring outcomes.
Conduct regular one-on-one coaching and performance meetings.
Establish individual performance goals and development plans.
Monitor departmental KPIs and workforce metrics.
Ensure recruitment resources are appropriately allocated based on organizational priorities.
Talent Acquisition Strategy
Develop annual recruitment strategies supporting organizational growth.
Create proactive sourcing strategies for difficult-to-fill and critical positions.
Maintain strong candidate pipelines.
Develop succession-focused recruiting strategies.
Expand employee referral initiatives.
Analyze labor market trends and recommend recruitment strategies.
Reduce vacancy rates through proactive workforce planning.
Improve Time to Fill, Time to Hire, Offer Acceptance Rate, and 90-day retention.
Workforce Planning & Organizational Design
Partner with department leaders to review organizational structures.
Recommend new positions and organizational redesign.
Eliminate duplication of responsibilities.
Maintain job architecture.
Develop career progression pathways.
Support succession planning initiatives.
Provide workforce planning recommendations to HR Leadership.
Recruitment Compliance & Governance
Ensure compliance with all federal, state, and organizational hiring regulations.
Maintain audit-ready recruitment documentation.
Ensure all recruiters follow standardized recruitment practices.
Conduct quarterly recruitment compliance audits.
Review offer approvals and compensation approvals.
Monitor background screening compliance.
Ensure interview documentation is complete.
Maintain recruitment documentation in HR Cloud.
Ensure approved job descriptions remain current and are reviewed on a rolling three-year cycle.
Recruitment Process Improvement
Continuously evaluate recruitment workflows.
Develop and maintain Recruitment Standard Operating Procedures.
Standardize recruiter workflows.
Improve onboarding handoff procedures.
Develop standardized screening guides.
Create standardized interview guides.
Implement recruitment automation initiatives.
Lead continuous improvement projects.
Present quarterly recruitment improvement initiatives.
Onboarding Leadership
Oversee all pre-employment and onboarding operations.
Ensure all new hires successfully complete:
AHCA Level II Background Screening
Physical Examination
Quantiferon Gold Test
10-Panel Drug Screen
License verification (where applicable)
Required employment documentation
Ensure new hires are cleared timely to begin employment.
Monitor onboarding timelines and compliance.
Ensure orientation schedules are accurate and fully staffed.
Oversee New Hire Orientation.
Develop standardized onboarding workflows.
Ensure seamless handoff from Recruitment to Onboarding.
Improve communication between Recruitment, Onboarding, Hiring Managers, Payroll, HRIS, and Employee Relations.
Monitor new hire experience and implement improvements.
Develop onboarding KPIs focused on efficiency, compliance, and employee satisfaction.
Reduce onboarding delays and improve first-day readiness.
Employer Branding & Recruitment Marketing
Develop annual recruitment marketing strategy.
Review and approve all job advertisements.
Ensure branding consistency across recruitment platforms.
Develop recruitment campaigns.
Expand community partnerships.
Coordinate career fairs and hiring events.
Build relationships with colleges, workforce organizations, healthcare schools, veterans' organizations, and community partners.
Coordinate internal networking events and recruitment open houses.
Hiring Manager Partnership
Serve as a strategic advisor to operational leadership.
Develop standardized interview tools.
Train hiring managers on interviewing best practices.
Develop Hiring Manager Certification Program.
Ensure interview documentation meets organizational standards.
Improve hiring manager responsiveness.
Monitor hiring manager satisfaction.
Coach leaders on recruitment best practices.
Analytics & Reporting
Develop and maintain executive dashboards including:
Vacancy Rate
Time to Fill
Time to Hire
Offer Acceptance
Quality of Hire
Candidate Satisfaction
Hiring Manager Satisfaction
Recruiter Productivity
Source of Hire
Cost Per Hire
Recruitment Marketing ROI
Aging Requisitions
Onboarding Metrics
Prepare monthly, quarterly, and annual executive reports and provide recommendations based on recruitment analytics and workforce trends.
Strategic Initiatives
Lead organization-wide initiatives including:
Recruitment Compliance Manual
Annual Recruitment Policy Review
Recruitment Process Improvement Program
Job Description Management Program
Workforce Planning Program
Recruitment Automation Projects
Interview Standardization Program
Hiring Manager Certification Program
Recruitment and Onboarding Process Reviews
