Issue Date: January 6, 2025
Response Deadline: January 29, 2025 at 5:00 pm
Contact: Peter Breiling – pbreiling@masslifesciences.com
I. Introduction
The Massachusetts Life Sciences Center (MLSC) is a quasi-government organization dedicated to supporting the life sciences sector in Massachusetts. As a team of 27 employees, we require a robust Human Resources function to advance our mission effectively. We are seeking a skilled HR service provider/consultant to serve as a strategic partner in maintaining and enhancing our agency. Focus will be on hiring/terminating employees, performance reviews and processes, benefits knowledge/support, training, culture/morale, and other pertinent HR items.
II. Scope of Services
General HR Support
Culture
- Work with leadership to better understand organizational strengths and perspectives
- Discover opportunities for growth, share best practices & thought leadership, promote DEI&B initiatives, and determine how HR can best support the organization’s strategic goals, values, and mission of supporting the growth and development of life sciences in Massachusetts
- Develop an HR plan that will outline specific initiatives based on our discussions and other relevant information
New Hires
- Create standard application to be used by all MLSC departments
- Assist Managers with writing job descriptions
- Post jobs on workable and other sites
- Help managers screen applicants, interview candidates, determine how much to offer and assist with negotiations if necessary, and perform reference checks
- Onboard new employees (fill out necessary paperwork)
Benefits
- Be the single point of contact for all MLSC benefits (Health, Both Retirement Plan Options, SMART Plan, FMLA, PFMLA, FSA, LTD, STD, Life Insurance, etc.)
- Manage the GIC benefits enrollment process (annual for existing staff as well as for new employees)
- Communicate any benefits changes to MLSC staff
- Add and remove employes from benefits plans as needed
Employee Performance
- Develop performance assessment policy/guidelines and forms to be used
- Manage the annual employee performance process prior to annual COLA/Merit increases
- Work with Managers on any potential promotions/salary adjustments to provide sufficient justification
- Work with staff/recommend professional development opportunities
- Produce any HR-related documentation for Compensation Committee meetings
- Manage the CoS (Change of Status) process to obtain proper approvals for any salary adjustments
- Help Managers develop and utilize PIPs (Performance Improvement Plans) if/when needed
- Work with managers to handle employee relations issues, investigations, coaching on employee conflicts, terminations, and performance concerns
Policies
- Establish/maintain appropriate policies, practices, and processes to continue to build a proactive HR function that will support MLSC now and as the organization grows and evolves
- Conduct a review of state & federal compliance requirements, make relevant updates/changes based on results of the review to ensure compliance, proactively maintain compliance as laws are added/changed
- Provide proactive updates to the employee handbook as needed
Training
- Conduct harassment/respectful workplace training and other trainings as appropriate, i.e., role of the manager and managing others; goal setting; interviewing do’s & don’ts; managing difficult conversations; communication skills
- Provide or recommend outside provider to perform periodic training for staff as needed on topic such as interviewing, performance appraisals, conflict management, and others as appropriate
Exiting Employees
- Support staff if/when need exists to involuntarily terminate an employee (elimination of position, inadequate performance, etc.)
- Ensure all documentation is properly prepared
- Offboard exiting employees (fill out necessary paperwork)
- Conduct exit interviews
Potential Other Items
- Employee engagement surveys, retention strategies, career pathing, function as “safe space” for employees, etc.
Availability
- On-Site Support: Conduct bi-monthly site visits to our facility in Waltham, MA to meet with staff to discuss any HR issues they may have.
- Remote Support: Be responsive to email communications and requests to meet via Teams or ZOOM on an as needed basis.
III. Requirements
Proposals should address the following:
- Company Overview: Include a brief history, areas of expertise, and experience with clients similar to the MLSC.
- Approach to Services: Provide a comprehensive outline of how you will address the scope of services.
- Client References: Provide contact details for at least three current or past clients.
- Cost Breakdown: Offer a transparent pricing model covering all aspects of HR support.
IV. Submission Details
- Deadline: January 29, 2025, at 5:00 pm
- Format: Submit proposals via email to Peter Breiling – pbreiling@masslifesciences.com.
- Evaluation: Proposals will be evaluated on firm’s relevant experience, alignment with MLSC’s needs, and cost-efficiency. Finalists will be interviewed in early February 2025, and a decision will be made in mid/late February 2025.
V. Additional Information
For questions about this RFP, contact Peter Breiling – pbreiling@masslifesciences.com. MLSC reserves the right to modify or cancel this RFP at any time and may request further clarifications or interviews.
