For Broward Health, investing in human capital is vital. The organization’s mission to provide high-quality care to all they serve cannot be carried out without the more than 8,000 employees who deliver that care.

Recruiting and retaining one of the largest workforces in Broward County, while maintaining quality standards to meet the needs of the community, involves talent acquisition strategies aimed at engaging employee partners, sourcing qualified applicants in creative and innovative ways, and utilizing metrics and analytics to streamline the system’s processes and outcomes.
“Broward Health focuses on initiatives involving technology, scholarship programs, internships, affiliations and community relations,” said Eileen O’Brien, associate vice president of talent acquisition for Broward Health. “We are committed to developing and providing pathways for our employee partners and work diligently to invest in our team members.”
In addition to offering a robust compensation package, including medical, dental and vision plans, Broward Health offers an Employee Assistance Program and regular wellness initiatives for benefits-eligible employees, including Personal Leave Time (PL) to help promote work-life balance.
Career development and comprehensive leadership development programs, such as Broward Health Leadership University (BHLU) and Charge Nurse Academy, are intended to attract and retain talented team members.
Broward Health’s Virtual Hospital is designed to mirror the appearance of a patient’s hospital room and can potentially provide education to 3,540 nurses and other healthcare professionals annually.
“We strongly believe that an engaged workforce is important,” O’Brien said. “Our system-wide initiatives promote diversity, inclusion and mentorship. Our nursing residency program has held a 90.4 percent retention rate of new nurses for two years.”
Despite the challenge of the highly-transient South Florida market, Broward Health has also managed to maintain a five-year trend registered nurse turnover and registered nurse vacancy under the Florida Hospital Association average. Attracting younger professionals and providing tools to help manage fatigue, which can be common among healthcare workers, the system has seen significant improvement in retention of employees with five or less years of tenure.
As Broward Health looks to the future, it will continue to focus on attracting new talent in the marketplace, working with system-wide leaders to continue to identify ways to maintain long-term, experienced staff and to find ways to respond to the needs of the community.
“We look for similar qualities that our patients and their families would seek,” said O’Brien. “We strive to find healthcare providers who are kind, caring, compassionate, knowledgeable and committed to growth and development. We are proud that our employee population is representative of the community we serve.”