MSB Docs - Lead HR Business Partner (6-10 yrs)

Organizations Description:

MSB Docs offers easy transition from traditional physical paperwork to digital signatures and workflows, improving ROI and efficiency by simplifying everyday processes and streamlining repetitive tasks and time-consuming work. MSB was conceptualized and developed as a platform that provides secure, efficient and compliant document workflow and management solutions for the life sciences and healthcare industries. With more than a decade of industry experience and deep domain expertise, MSB have expanded their software to serve other industries, offering customized solutions for education, financial and legal services. We have a proven track record of creating dependable and validated solutions for identity management, integration, multi-factor authentication, and fraud detection.

Many Life Science companies can take months to validate a solution as compliant with industry regulations and the process can be quite costly. MSB's Comprehensive Validation Package accelerates this process and has enabled many of our Life Science clients to adopt digital and electronic signatures within weeks rather than months and also passed along a tremendous savings. At MSB we believe software solutions can be good, fast, and affordable.

Job Summary:

The Lead Human Resources - Business Partner (HRBP) will drive strategic HR initiatives and partner closely with senior leadership to align HR solutions with business objectives. This role is critical in fostering a high-performance culture by working on organizational design, leadership development, talent management, employee engagement, and people-related strategies. The HRBP will serve as a consultant to management on human resource-related matters and will lead the transformation of HR practices to enable business growth and success.

Key Responsibilities:

1. Strategic HR Partnership

- Partner with business leaders to understand their goals and provide strategic HR insights to support business objectives.

- Provide guidance on organizational development, workforce planning, and succession planning.

- Act as a change agent in driving organizational effectiveness and employee engagement initiatives.

2. Talent Management

- Collaborate with business units to implement talent acquisition strategies that align with business needs.

- Lead performance management processes, including goal setting, performance reviews, and employee development plans.

- Facilitate leadership development programs and coach managers on effective people management practices.

3. Employee Relations & Engagement

- Champion a positive organizational culture through employee engagement strategies.

- Address employee relations issues, mediate conflicts, and provide effective resolution to ensure a positive working environment.

- Implement employee feedback mechanisms (e.g., surveys, focus groups) and track action plans for improvement.

4. Compensation & Benefits

- Advise business units on compensation strategies and practices, including salary benchmarking and rewards programs.

- Ensure compliance with local employment laws and maintain consistency in HR policies across all business units.

-Payroll Management.

5. HR Policy & Compliance

- Review/update HR Policies and ensure that policies and procedures are current, legally compliant, and in line with business requirements.

- Keep abreast of labor laws, industry standards, and best practices to minimize risk to the organization, e.g. PF/ESI/NAPS/NATS etc. Handle Internal/External audits as per ISO standards.

6. Data-Driven Insights

- Leverage HR analytics and metrics to provide actionable insights that help drive workforce decisions. Be proficient in the use of HCM/HRMS tools.

- Prepare and present HR reports on key workforce metrics to leadership.

7. Change Management

- Lead and manage HR projects related to business transformation, mergers, acquisitions, and organizational restructuring.

- Support leaders in driving cultural and operational change within the organization.

Key Qualifications:

- MBA HR from a reputed University.

- 6+ years of exp in HR, with at least 3 years in a business partner or strategic HR role.

- Experience working with senior leadership and providing strategic HR counsel.

- Strong knowledge of employment laws and HR best practices.

- Demonstrated ability to drive change and influence outcomes in a fast-paced environment.

- Excellent interpersonal and communication skills with a proven ability to develop strong partnerships across the business.

- Proficient in HR software and tools; familiarity with HR analytics and metrics.

Key Competencies:

- Leadership: Ability to inspire, coach, and develop teams while driving a strategic people agenda.

- Business Acumen: Understand the business and its goals to provide value-added HR solutions.

- Strategic Thinking: Think ahead, anticipate needs, and develop innovative solutions.

- Problem-Solving: Ability to manage complex HR issues and offer pragmatic solutions.

- Adaptability: Thrive in a fast-changing environment and manage competing priorities effectively.

- Confidentiality: Maintain the highest level of discretion and professionalism in dealing with sensitive information.