United States onlyCompany Overview:
Dyne Therapeutics is discovering and advancing innovative life-transforming therapeutics for people living with genetically driven neuromuscular diseases. Leveraging the modularity of its FORCE™ platform, Dyne is developing targeted therapeutics that deliver to muscle and the central nervous system (CNS). Dyne has a broad pipeline for neuromuscular diseases, including clinical programs for myotonic dystrophy type 1 (DM1) and Duchenne muscular dystrophy (DMD) and preclinical programs for facioscapulohumeral muscular dystrophy (FSHD) and Pompe disease. For more information, please visit https://www.dyne-tx.com/, and follow us on X, LinkedIn and Facebook.
Role Summary:
The Vice President, Head of Talent Acquisition is responsible for developing and executing a comprehensive global talent acquisition strategy that attracts, engages, and retains top-tier talent to drive enterprise success. This position is a leadership role that oversees all aspects of recruitment, employer branding, and talent pipeline development. This individual partners with senior leadership to align hiring initiatives with business goals, ensuring a competitive edge in talent acquisition and retention. Additionally, this position will oversee and build out the talent acquisition team both internally and externally and work collaboratively with team members across the organization at all levels to build a robust pipeline of talent that will support Dyne’s growth and innovation
This role is based in Waltham, MA without the possibility of being fully remote.
Primary Responsibilities Include:
- Develop and implement a comprehensive and scalable global talent acquisition strategy aligned with the enterprise mission, vision, culture, and growth objectives
- Provide insight and leadership on industry, hiring, and engagement trends
- Collaborate with executive leadership and HR business partners to understand current and future hiring needs to assist with forecasting workforce needs and develop scalable, future-focused hiring plans
- Develop trust-based relationships across all functions and levels of the company; collaborate closely with HR Business Partners to understand business and talent priorities
- Collaborate with department heads, HR business partners, and hiring managers to understand their staffing needs and develop tailored recruitment plans
- Build and nurture relationships with industry professionals, universities, and other talent pools to create a robust pipeline of qualified candidates
- Own all recruiting aspects for senior leadership openings
- Oversee and work on continuous improvement of the full recruitment lifecycle, from sourcing and screening candidates to conducting interviews and extending offers
- Develop and implement effective talent acquisition strategies to meet the hiring needs of the organization
- Evolve interview and assessment process to improve data gathering and efficient talent decisions
- Establish and monitor key performance indicators (KPIs) and metrics to evaluate the effectiveness of recruitment efforts
- Develop and maintain recruiting analytics & reporting to better understand trends and talent activity; optimize talent systems to enhance candidate management and process flows
- Utilize data-driven insights to optimize recruitment processes and improve hiring outcomes
- Build and maintain a strong talent pipeline through proactive sourcing and networking
- Ensure a positive candidate experience throughout the recruitment process
- Prioritize and drive improvements for candidate experience as extension of our culture
- Stay up to date with industry trends, labor market conditions, and competitive hiring best practices to inform recruitment strategies
- Manage, develop, and build a strong, flexible talent acquisition team to meet evolving hiring and organizational design needs
- Partner with Communications on branding and external communication projects to attract top talent, including the development of recruitment marketing strategies and employee value proposition
- Champion our core values in all recruitment and assessment of candidates
- Manage Applicant Tracking Systems (ATS) and other recruiting software to streamline recruitment processes
- Ensure adherence to all federal, state, and local employment laws and regulations
Education and Skills Requirements:
- Bachelor’s degree in human resources, business administration, or a related field
- 15+ years of talent acquisition experience, with 5+ years of experience as the leader of the TA function, preferably within the biotech or pharma industry
- Strong ability to assess talent
- Strong understanding of talent sourcing strategies, recruitment technologies, and candidate assessment methodologies
- Full cycle recruiting experience with a passion for recruiting and a high bar on talent
- Proficiency in applicant tracking systems (ATS) and HR analytics tools
- Critical thinker with a demonstrated ability to collaborate with leadership and hiring teams, make thoughtful recommendations and drive alignment
- Demonstrated experience developing fit-for-purpose processes, analytics, and platforms that help streamline workflows, improve time to hire and ensure a diverse slate of high-quality talent
- Adaptable, resilient and embody high leadership & self-awareness capabilities
- Strong communicator and excellent influencer with ability to flex approach as needed to drive solutions
- Ability to build relationships at all levels of the organization
- Demonstrated experience in leading teams and driving organizational growth
- Knowledge of employment laws and regulations impacting recruitment practices
- Self-starter, able to drive work forward within fast-paced, dynamic and high growth environment with a track record of execution
- Expertise in building and executing talent acquisition strategies for both short-term needs and long-term organizational growth
- A startup mindset: adaptable, proactive, and ready to roll up your sleeves
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.
