Company Overview:
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 https://www.dyne-tx.com/, and follow us on X, LinkedIn and Facebook.
Role Summary:
The Associate Director, Talent Acquisition Operations & Programs leads the systems, programs, processes, and operational infrastructure that enable Dyne to hire efficiently, consistently, and compliantly as the organization grows. This role builds scalable recruiting practices, improves the experience for candidates, recruiters, hiring managers, and interview teams, and strengthens TA technology and reporting, data, governance, and operational ways of working. The Associate Director partners closely with Talent Acquisition, Human Resources, Finance, Legal, IT, Communications, and business leaders to translate hiring priorities into effective execution, drive process improvement, and support a high-quality, data-informed recruiting experience across Dyne.
This position is based in Waltham, MA.
Primary Responsibilities include:
Talent Acquisition Operations, Systems & Infrastructure
- Develop, execute, and evolve the talent acquisition operations strategy to support organizational growth, hiring quality, operational consistency, and scalability
- Own end-to-end TA operations infrastructure from requisition creation through candidate handoff to onboarding, ensuring workflows, approvals, templates, interview stages, documentation, and system processes are clear, efficient, and consistently followed
- Own and optimize the Talent Acquisition technology ecosystem, including applicant tracking systems, workflow configuration, integrations, reporting capabilities, data integrity, user support, and ongoing enhancements
- Serve as the primary operational partner for TA system administration and enhancements, partnering with HRIS, IT, HR Operations, and vendors to ensure data flows, integrations, automation, and reporting support TA execution and decision-making
- Partner with HR leadership to develop and implement a TA technology and automation roadmap, including AI-enabled capabilities that improve efficiency and scalability, candidate experience, hiring team enablement, and operational quality
- Design, implement and continuously improve scalable recruiting systems, processes, governance models, and operating frameworks, and standard operating procedures that support consistent hiring practices across functions and geographies
- Support management of Talent Acquisition vendors, contracts, budgets, purchase orders, invoicing, renewals, service expectations, and strategic partnerships
- Ensure recruiting practices, systems, workflows, and documentation comply with applicable laws, regulations, company policies, audit standards, and data integrity expectations
Talent Programs, Candidate Experience & Process Excellence
- Own and evolve Dyne’s core Talent Acquisition programs, including candidate experience, structured interviewing and assessment, hiring manager and hiring team enablement, recruiter enablement, referral programs, early talent programs, and extended workforce-related TA processes
- Translate hiring strategy and business needs into scalable, repeatable programs that improve consistency, quality, speed, candidate experience, and stakeholder accountability
- Design, implement, and continuously improve end-to-end recruiting, interview, assessment, offer, and candidate experience programs
- Establish and maintain candidate and internal stakeholder experience standards, communications, templates, interview materials, hiring team resources, and best practices
- Partner with TA leadership, recruiters, coordinators, HRBPs, HR Operations and hiring managers to identify gaps, friction points, and process pain points, and implement practical solutions that simplify and scale the recruiting process
- Lead talent acquisition programs, including interview experience, employer branding support, recruiter enablement, referral programs, and early talent programs, including internships and co-ops
- Drive adoption and accountability for TA programs across recruiters, coordinators, hiring managers, interview teams, and cross-functional partners
- Drive consistency in job descriptions through clear governance, standardized templates, role intake expectations, leveling partnership, and a structured review process
- Develop compliant, audit-ready recruiting processes, including dispositioning practices, documentation standards, and regulatory requirements
- Identify, prioritize, and lead TA process optimization and operational excellence initiatives opportunities to improve efficiency, effectiveness, scalability, and user experience across the recruiting lifecycle
Data, Analytics & Operational Reporting
- Establish, maintain, and continuously improve Talent Acquisition dashboards, reports, and metrics that enable operational transparency, accountability, and informed decision-making
- Develop executive-level reporting and translate recruiting data into actionable insights, recommendations, risks, trends, and business outcomes
- Monitor recruiting performance indicators, service levels, capacity, pipeline health, time-to-fill, aging requisitions, candidate and hiring team experience, process adherence, and other operational metrics to support accountability and continuous improvement
- Ensure TA data accuracy, accessibility, governance, and integrity across systems, reports, dashboards, and recurring leadership updates
- Partner with TA leadership and HR to support hiring prioritization and operational readiness through clear TA insights and reporting
- Leverage data to identify trends, risks, opportunities, and process improvement recommendations across TA operations
Leadership & Cross-Functional Partnership
- Provide guidance, operational support, training, and service standards for Talent Acquisition Coordinators and other TA operational resources
- Establish clear workflows, SLAs, quality expectations, escalation paths, and accountability to support consistent, and high-quality execution across the recruiting process
- Develop tools, training, process documentation, and enablement resources that help recruiters, coordinators, hiring managers, and interview teams execute effectively
- Partner closely with HR Operations & Onboarding, HR Business Partners, Finance, Legal, IT, Communications, and business leaders to ensure seamless execution across the candidate-to-employee lifecycle
- Drive strategic Talent Acquisition initiatives and cross-functional projects that enhance organizational effectiveness and support Dyne’s continued growth
- Act as a change leader for new TA programs, tools, workflows, and processes, driving adoption through clear communication, stakeholder engagement, training, and practical implementation support
- Foster a culture of operational excellence, innovation, accountability, collaboration, and continuous improvement
Education and Skills Requirements:
- Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field preferred
- 8+ years of related experience in Talent Acquisition, Recruiting Operations, Talent Programs, Human Resources Operations, or a related discipline
- Experience leading programs, projects, workstreams, or cross-functional initiatives in a Talent Acquisition or HR environment
- Experience providing operational guidance, training, and support to recruiting coordination or TA operations teams preferred
- Experience in biotechnology, life sciences, or a similarly fast-paced, high-growth environment preferred
- Deep hands-on expertise with applicant tracking systems, recruiting technologies, system integrations, reporting tools, and talent acquisition analytics; Greenhouse experience strongly preferred
- Demonstrated systems-oriented mindset with experience leveraging technology, automation, reporting tools, and AI-enabled solutions to improve operational performance
- Strong knowledge of recruiting compliance requirements, hiring processes, audit readiness, documentation standards, and dispositioning best practices
- Experience designing, implementing, and scaling recruiting processes, programs, and governance models
- Proven ability to lead complex projects, manage competing priorities, and drive outcomes through influence and collaboration
- Strong analytical, problem-solving, and business acumen with the ability to synthesize data into actionable recommendations
- Excellent stakeholder management, communication, and change management skills across multiple organizational levels
- Demonstrated ability to build strong cross-functional partnerships and align stakeholders around shared goals
- Experience developing dashboards, operational reports, and executive-level TA reporting
- Embodies Dyne’s values through accountability, collaboration, purpose-driven leadership, and continuous improvement
#LI-Onsite
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.
