Talent Acquisition and Onboarding Manager

MorseLife Health Systems•West Palm Beach, FL

5d•Onsite

About The Position

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.

Requirements

Bachelor's degree in Human Resources, Business Administration, Healthcare Administration, or related field required.
Five (5) years of progressive recruitment experience.
Three (3) years of leadership experience.
Experience leading recruitment teams.
Experience managing onboarding operations.
Experience with ATS, HRIS, recruitment analytics, and process improvement.
A 10-panel pre-employment drug screening
A Level 2 background screening in accordance with the requirements of the Florida Agency for Health Care Administration (AHCA)
A post-offer physical examination
A QuantiFERON-TB Gold blood test (or other approved tuberculosis screening, as applicable)
Employment eligibility verification (Form I-9) and any additional pre-employment requirements applicable to the position

Nice To Haves

Master's degree preferred.
Professional certification (SHRM-CP, SHRM-SCP, PHR, SPHR) preferred.
Healthcare recruitment experience strongly preferred.
Experience in workforce planning and organizational design preferred.

Responsibilities

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.
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.
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.
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.
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.
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.
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.
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.
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.
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.