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VP, Total Rewards, People Operations & Analytics
VP, Total Rewards, People Operations & AnalyticsDyne Therapeutics • Waltham, MA, US
VP, Total Rewards, People Operations & Analytics

VP, Total Rewards, People Operations & Analytics

Dyne Therapeutics • Waltham, MA, US
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  • [job_card.full_time]
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VP, Total Rewards, People Operations & Analytics

Dyne Therapeutics is focused on delivering functional improvement for people living with genetically driven neuromuscular diseases. 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.

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 sourcesstandardize 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

    • 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.

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