Job Description

Our commitment to people with neuromuscular diseases

is our greatest strength

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 and follow us on X, LinkedIn and Facebook.

Role Summary

The Vice President of Total Rewards, People Operations & Analytics is Dynes enterprise owner for Compensation, Benefits, HR Compliance, HR Operations, 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 Dynes people philosophy and culture, build scalable programs and infrastructure, and serve as a key advisor to the CHRO and Compensation Committee to ensure Dynes rewards and people systems are competitive, equitable, compliant, and insight-driven.

This is a strategic and handson 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 & broadbased)

• Own Dynes global compensation philosophy and frameworks (market positioning, pay mix, salary structures, job architecture, geographic differentials)
• Lead annual compensation planning (merit, promotions, adjustments), short and longterm 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, payforperformance 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
• Own strategy and administration of health & welfare plans, retirement, timeoff/leave programs, and wellbeing offerings that reflect our patientcentric 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 Dynes 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 (hiretoretire), including onboarding/offboarding, employee records, policy execution, compliance, and multistate/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 Dynes people analytics strategy and operating model with data pulled from ADP WFN and integrated sourcesstandardize definitions, data pipelines, secure governance, and selfserve dashboards
• Provide recurring, decisiongrade 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 Dynes values and patientfirst mission

Education and Skills Requirements

• Bachelors required; MBA/MS HR/Analytics preferred
• CEP, CCP, CBP, SHRMSCP/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 broadbased 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

#LI-Onsite

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 allinclusive 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.

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