Director, People Operations

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 Duchenne muscular dystrophy (DMD) and myotonic dystrophy type 1 (DM1) as well as preclinical programs for facioscapulohumeral muscular dystrophy (FSHD), Pompe disease and multiple DMD mutations. At Dyne, we are on a mission to deliver functional improvement for individuals, families and communities. Learn more at , and follow us on X, LinkedIn and Facebook . Role Summary: The Director, People Operations is responsible for leading and executing Dyne’s HR Operations strategy, operating model, and roadmap across onboarding, HRIS administration, benefits coordination, HR compliance, vendor management, reporting and analytics, service delivery, and process optimization. This hands-on role balances day-to-day HR operational execution with strategic ownership of scalable, data-informed processes that improve efficiency, consistency, compliance, and the employee experience. The Director, People Operations serves as a trusted partner to HR leadership, managers, employees, and cross-functional stakeholders, ensuring that people processes are practical, data-informed, compliant, and aligned with Dyne’s culture, values, and business priorities. This role will provide leadership across HR systems, employee lifecycle operations, onboarding, vendor governance, service delivery, analytics, and process transformation, helping to build a scalable People Operations function that supports Dyne’s continued growth and commercialization readiness. This role is office-based in Waltham, MA. Primary Responsibilities include: Lead the strategy and operating priorities for core People operations while directly conducting and supporting day-to-day activities across onboarding, HRIS administration, benefits coordination, employee life-cycle administration, reporting, vendor management, and compliance Lead the operational execution of annual and recurring HR programs, including compensation cycles, performance management, talent processes, employee lifecycle events, and related communications, timelines, tools, data preparation, reporting, and issue resolution in close partnership with HR Business Partners, Total Rewards, Talent Acquisition, Finance, Legal, and HR leadership Execute and manage day-to-day HR operations tasks as needed, including responding to employee and manager inquiries, resolving operational issues, ensuring accurate employee data, coordinating process steps, and ensuring timely completion of recurring HR operational activities including benefit audits, employee onboarding, and compliance-driven reporting Lead and support the People Operations Team with New Employee Orientation, including attending and presenting at orientation sessions, providing relevant onboarding details to new hires and fielding questions from new hires, managers, and hiring teams Provide strategic ownership and governance for ADP Workforce Now and related HR technology platforms configuration, ensuring data integrity, scalable workflows, effective integrations, automation, and reliable reporting Lead the strategy, design, governance, and continuous improvement of Dyne’s onboarding experience, ensuring programs, systems, and manager enablement support a consistent, engaging, and values-aligned new hire experience Serve as a functional expert for complex HR operational inquiries, providing practical guidance to employees, managers, HR partners, and leaders on policies, processes, systems, and service delivery expectations Develop, govern, and continuously improve scalable HR service delivery processes, including inquiry intake, knowledge resources, service expectations, issue resolution, and operational metrics that improve responsiveness, consistency, accountability, and employee experience Serve as a key partner and stakeholder in developing Dyne’s HR IT & Technology Roadmap, bringing insights and perspectives into how Dyne’s HR technology evolves over time, including the review, governance, and appropriate use of AI-enabled tools to improve efficiency, decision support, service delivery, data quality, and enhance the employee experience Establish governance for HR documentation, process maps, standard operating procedures, decision rights, and process ownership to enable consistency, efficiency, accountability, and adoption across the organization Lead HR operational compliance practices related to employment documentation, recordkeeping, employee data, audits, and operational controls required reporting, privacy, and policy administration in partnership with Legal, Compliance, Payroll/ Finance, and HR leadership Partner with Talent Acquisition, IT, HR Business Partners, Payroll/ Finance, Procurement, Facilities, Legal, and external vendors to define scalable employee lifecycle processes, resolve operational interdependencies, and improve cross-functional execution Oversee key HR vendor relationships, Service Level Agreements, contracts, purchase orders, invoicing, renewals, vendor performance, and operational spend, ensuring services, costs, and timelines align with business needs and procurement policies Define, prioritize, and lead the HR operations automation and process transformation initiatives, reducing manual work, strengthening controls, improving scalability, and enabling the HR team to balance daily execution with more strategic work Contribute to HR policy strategy, development, implementation, and adoption, ensuring policies and related processes are practical, scalable, aligned with Dyne’s culture, and compliant with applicable laws and regulations Lead HR operations reporting, dashboards, and operational insights to support leadership decision-making, compliance, workforce planning, service delivery effectiveness, and continuous improvement Manage immigration-related processes, documentation, tracking, vendor coordination, and internal stakeholder communication in partnership with external counsel and HR leadership Provide strategic and operational leadership for benefits administration activities, including employee support, vendor coordination, data accuracy, escalations, annual processes, and process improvements Lead, coach, and develop People Operations team members or functional workstream owners, setting priorities, clarifying accountability, supporting professional growth, and ensuring high-quality execution across operational priorities Education and Skills Requirements: Bachelor’s degree in Human Resources, Business Administration, or a related field; advanced degree or HR certification preferred 10 + years of progressive HR operations, people operations, HR shared services experience, or related HR experience preferably within biotech, pharmaceutical, life sciences, or high-growth environments, including experience in hands-on operational execution as well as strategic process leadership Deep experience leading HRIS, ATS, HR technology, automation, reporting, and data governance initiatives; experience with ADP Workforce Now and Greenhouse ATS strongly preferred Experience evaluating, implementing, and governing AI-enabled HR technology solutions where appropriate, with attention to data privacy, compliance, bias mitigation, change management, and practical adoption by HR teams and people managers Demonstrated ability to operate as both a strategic leader and hands-on executor in a lean, fast-paced, and evolving organization Demonstrated experience setting strategy and scaling onboarding, employee lifecycle, HR operations, service delivery, and HR technology processes across a growing organization Strong working knowledge of HR compliance, employment documentation, employee data management, benefits administration, vendor management, recordkeeping, audit readiness, leave coordination, and immigration processes, and HR operations best practices Proven ability to lead complex cross-functional initiatives, influence senior stakeholders, manage change, and drive adoption of new processes, systems, governance models, and ways of working Strong analytical and business judgment with the ability to translate HR data, service delivery metrics, operational insights, and workforce trends into recommendations, dashboards, and executive-ready narratives Excellent communication, judgment, discretion, and relationship-building skills, with the ability to advise employees, managers, vendors, senior leaders, and cross-functional stakeholders Experience leading people, functional workstreams, or cross-functional teams, with the ability to set expectations, build capability, and drive accountability through others Demonstrated strategic thinking, curiosity, continuous improvement mindset, and ability to identify opportunities for automation, simplification, operational excellence, and long-term scalability Resourceful, proactive, and solutions-oriented, with a strong sense of ownership, urgency, confidentiality, accountability, and follow-through #LI-Onsite MA Pay Range $215,000 - $235,000 USD The pay range reflects the base pay range Dyne reasonably expects to pay for this role at the time of posting. Individual compensation depends on factors such as education, experience, job-related knowledge, and demonstrated skills. 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. 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. As set forth in Dyne Therapeutics’s Equal Employment Opportunity policy, we do not discriminate on the basis of any protected group status under any applicable law. If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows: A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability. A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval or air service. An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense. An "armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985. #J-18808-Ljbffr