Dyne Therapeutics
VP, Total Rewards, People Operations & Analytics
Dyne Therapeutics, Waltham, Massachusetts, United States, 02254
VP, Total Rewards, People Operations & Analytics
Dyne Therapeutics is focused on delivering functional improvement for people living with genetically driven neuromuscular diseases. We are developing therapeutics that target muscle and the central nervous system (CNS) to address the root cause of disease. The company is advancing clinical programs for myotonic dystrophy type 1 (DM1) and Duchenne muscular dystrophy (DMD), and preclinical programs for facioscapulohumeral muscular dystrophy (FSHD) and Pompe disease. At Dyne, we are on a mission to deliver functional improvement for individuals, families and communities. Learn more https://www.dyne-tx.com/, and follow us on X, LinkedIn and Facebook.
Role Summary:
The Vice President of Total Rewards, People Operations & Analytics is Dyne's enterprise owner for Compensation, Benefits, HR Compliance, HR Operations, and HRIS and People Analytics. As a key member of the HR Leadership Team, this leader will develop comprehensive total rewards and recognition programs, operations and analytics strategies that align to Dyne's people philosophy and culture, build scalable programs and infrastructure, and serve as a key advisor to the CHRO and Compensation Committee to ensure Dyne's rewards and people systems are competitive, equitable, compliant, and insight-driven. This is a strategic and hands-on leadership role that will ensure Dyne is a top employer by offering competitive compensation, meaningful benefits, and seamless people operations that enhance the employee experience. This role is based in Waltham, MA without the possibility of being remote.
Key Responsibilities
Compensation (executive & broad-based)
Own Dyne's global compensation philosophy and frameworks (market positioning, pay mix, salary structures, job architecture, geographic differentials)
Lead annual compensation planning (merit, promotions, adjustments), short- and long-term incentive design, sales/field comp as applicable, and equity strategy (grant guidelines, refresh cadence, burn rate/share pool stewardship)
Partner with the CHRO to prepare materials for and present to the Board Compensation Committee; provide external benchmarking, pay-for-performance insights, and risk/compliance guidance
Maintain competitive market intelligence (surveys, biotech equity practices), and advise on underwater equity, refresh approaches, and executive offers/retention mechanisms
Benefits, Wellbeing & Leaves
Own strategy and administration of health & welfare plans, retirement, time-off/leave programs, and wellbeing offerings that reflect our patient-centric culture and growth stage
Lead annual plan design/renewals, vendor management, fiduciary compliance, communications, and required testing/reporting
Ensure benefits and wellness programs align to biotech peer standards for attraction/retention
People Operations (HR Ops)
Lead Dyne's People Operations function with a particular focus on ADP Workforce Now (WFN) as our core HRIS/payroll/benefits platform: oversee system configuration, integrations, access control, data flows, maintenance, and upgrades
Ensure ADP WFN and integrated modules (HR, payroll, benefits, talent, time & attendance) support process scalability and data integrity
Stand up or refine processes across the employee lifecycle (hire-to-retire), including onboarding/offboarding, employee records, policy execution, compliance, and multi-state/global payroll in partnership with Legal/Finance
Own vendor ecosystem (benefits administration, brokers, payroll, HR tech); negotiate SLAs and performance
Deliver operational excellence that improves employee experience while ensuring accuracy, audit readiness, and regulatory compliance
Drive continuous innovation and intelligent automation across all HR systems and processes to enhance scalability, efficiency, and data accuracy as Dyne grows
People Analytics & Workforce Insights
Build Dyne's people analytics strategy and operating model with data pulled from ADP WFN and integrated sources—standardize definitions, data pipelines, secure governance, and self-serve dashboards
Provide recurring, decision-grade insights: headcount planning, hiring funnel analytics, DEI metrics, rewards effectiveness, engagement/retention risk, organization health, and productivity
Partner with Finance on workforce planning, scenario modeling, and budget alignment
Leadership & Governance
Lead and scale the team across Total Rewards, People Ops (especially the ADP domain), and Analytics; establish clear operating rhythms and SLAs
Serve as thought partner to CHRO/CFO and a credible voice with the Compensation Committee
Ensure policies and practices are compliant, equitable, and consistent with Dyne's values and patient-first mission
Education and Skills Requirements
Bachelor's required; MBA/MS HR/Analytics preferred
CEP, CCP, CBP, SHRM-SCP/CEBS helpful for depth in comp/benefits and governance
15+ years in HR with deep leadership in Total Rewards, specifically global compensation and benefits. Biotech/pharma experience is highly preferred
Expert knowledge of executive and broad-based compensation (market pricing, incentive/Equity design, job architecture) and benefits strategy/administration
Experience preparing and presenting to Compensation Committees; strong grasp of governance, disclosure, and regulatory considerations
Experience with benefits administration, program design, vendor management, and employee communication related to health, welfare, and retirement plans
Working familiarity with ADP Workforce Now (or a similar HRIS/Payroll system) is preferred, with the ability to oversee system functionality, vendor partnerships, and process efficiency
People analytics fluency: metrics design, dashboarding, data governance, and storytelling to influence senior leaders
The statements contained herein reflect general details as necessary to describe the principles functions for this job, the level of knowledge and skill typically required, and the scope of responsibility, but should not be considered an all-inclusive listing of work requirements. Individuals may perform other duties as assigned, including work in other functional areas to cover absences or relief, to equalize peak work periods or otherwise balance workload.
This description is not intended to be constructed as an exhaustive list of duties, responsibilities, or requirements for the position. This position may change or assume additional duties at any time. The employee may be requested to perform different or additional duties as assigned. All Employees are expected to adhere to all company policies and act as a role model for company values.
Dyne Therapeutics is an equal opportunity employer and will not discriminate against any employee or applicant on the basis of age, color, disability, gender, national origin, race, religion, sexual orientation, veteran status, or any classification protected by federal, state, or local law.
Seniority level: Executive
Employment type: Full-time
Job function: Human Resources
Boston, MA
#J-18808-Ljbffr
Role Summary:
The Vice President of Total Rewards, People Operations & Analytics is Dyne's enterprise owner for Compensation, Benefits, HR Compliance, HR Operations, and HRIS and People Analytics. As a key member of the HR Leadership Team, this leader will develop comprehensive total rewards and recognition programs, operations and analytics strategies that align to Dyne's people philosophy and culture, build scalable programs and infrastructure, and serve as a key advisor to the CHRO and Compensation Committee to ensure Dyne's rewards and people systems are competitive, equitable, compliant, and insight-driven. This is a strategic and hands-on leadership role that will ensure Dyne is a top employer by offering competitive compensation, meaningful benefits, and seamless people operations that enhance the employee experience. This role is based in Waltham, MA without the possibility of being remote.
Key Responsibilities
Compensation (executive & broad-based)
Own Dyne's global compensation philosophy and frameworks (market positioning, pay mix, salary structures, job architecture, geographic differentials)
Lead annual compensation planning (merit, promotions, adjustments), short- and long-term incentive design, sales/field comp as applicable, and equity strategy (grant guidelines, refresh cadence, burn rate/share pool stewardship)
Partner with the CHRO to prepare materials for and present to the Board Compensation Committee; provide external benchmarking, pay-for-performance insights, and risk/compliance guidance
Maintain competitive market intelligence (surveys, biotech equity practices), and advise on underwater equity, refresh approaches, and executive offers/retention mechanisms
Benefits, Wellbeing & Leaves
Own strategy and administration of health & welfare plans, retirement, time-off/leave programs, and wellbeing offerings that reflect our patient-centric culture and growth stage
Lead annual plan design/renewals, vendor management, fiduciary compliance, communications, and required testing/reporting
Ensure benefits and wellness programs align to biotech peer standards for attraction/retention
People Operations (HR Ops)
Lead Dyne's People Operations function with a particular focus on ADP Workforce Now (WFN) as our core HRIS/payroll/benefits platform: oversee system configuration, integrations, access control, data flows, maintenance, and upgrades
Ensure ADP WFN and integrated modules (HR, payroll, benefits, talent, time & attendance) support process scalability and data integrity
Stand up or refine processes across the employee lifecycle (hire-to-retire), including onboarding/offboarding, employee records, policy execution, compliance, and multi-state/global payroll in partnership with Legal/Finance
Own vendor ecosystem (benefits administration, brokers, payroll, HR tech); negotiate SLAs and performance
Deliver operational excellence that improves employee experience while ensuring accuracy, audit readiness, and regulatory compliance
Drive continuous innovation and intelligent automation across all HR systems and processes to enhance scalability, efficiency, and data accuracy as Dyne grows
People Analytics & Workforce Insights
Build Dyne's people analytics strategy and operating model with data pulled from ADP WFN and integrated sources—standardize definitions, data pipelines, secure governance, and self-serve dashboards
Provide recurring, decision-grade insights: headcount planning, hiring funnel analytics, DEI metrics, rewards effectiveness, engagement/retention risk, organization health, and productivity
Partner with Finance on workforce planning, scenario modeling, and budget alignment
Leadership & Governance
Lead and scale the team across Total Rewards, People Ops (especially the ADP domain), and Analytics; establish clear operating rhythms and SLAs
Serve as thought partner to CHRO/CFO and a credible voice with the Compensation Committee
Ensure policies and practices are compliant, equitable, and consistent with Dyne's values and patient-first mission
Education and Skills Requirements
Bachelor's required; MBA/MS HR/Analytics preferred
CEP, CCP, CBP, SHRM-SCP/CEBS helpful for depth in comp/benefits and governance
15+ years in HR with deep leadership in Total Rewards, specifically global compensation and benefits. Biotech/pharma experience is highly preferred
Expert knowledge of executive and broad-based compensation (market pricing, incentive/Equity design, job architecture) and benefits strategy/administration
Experience preparing and presenting to Compensation Committees; strong grasp of governance, disclosure, and regulatory considerations
Experience with benefits administration, program design, vendor management, and employee communication related to health, welfare, and retirement plans
Working familiarity with ADP Workforce Now (or a similar HRIS/Payroll system) is preferred, with the ability to oversee system functionality, vendor partnerships, and process efficiency
People analytics fluency: metrics design, dashboarding, data governance, and storytelling to influence senior leaders
The statements contained herein reflect general details as necessary to describe the principles functions for this job, the level of knowledge and skill typically required, and the scope of responsibility, but should not be considered an all-inclusive listing of work requirements. Individuals may perform other duties as assigned, including work in other functional areas to cover absences or relief, to equalize peak work periods or otherwise balance workload.
This description is not intended to be constructed as an exhaustive list of duties, responsibilities, or requirements for the position. This position may change or assume additional duties at any time. The employee may be requested to perform different or additional duties as assigned. All Employees are expected to adhere to all company policies and act as a role model for company values.
Dyne Therapeutics is an equal opportunity employer and will not discriminate against any employee or applicant on the basis of age, color, disability, gender, national origin, race, religion, sexual orientation, veteran status, or any classification protected by federal, state, or local law.
Seniority level: Executive
Employment type: Full-time
Job function: Human Resources
Boston, MA
#J-18808-Ljbffr