Role Summary:

The VP, Learning & Leadership Development is a strategic enterprise leader responsible for designing and executing Dyne’s leadership, management, and workforce capability strategy. This role defines and drives the enterprise learning philosophy and establishes the systems, experience, and standards with aligned methodologies for how Dyne develops and delivers training across the organization. The Vice President builds the systems, experiences, and culture that accelerate leadership effectiveness, organizational performance, and talent growth across all stages of the employee lifecycle. 

As a member of the HR Leadership Team, this executive partners closely with the Executive Committee (EC), Senior Leadership Team (SLT), and people managers to strengthen leadership capability, succession readiness, enterprise thinking, and organizational effectiveness as Dyne continues to scale toward commercialization and global growth. 

This role combines strategic leadership with hands-on execution and is responsible for leadership development, manager excellence, enterprise learning, onboarding, organizational capability building, and succession-focused talent development. This leader also serves as the enterprise integrator of training across Dyne, creating alignment, consistency, and connectivity across functional, leadership, compliance, onboarding, and workforce development programs. 

This is a full-time position based in Waltham, MA. 

Primary Responsibilities include: 

Enterprise Leadership Development Strategy 

• Develop and execute a multi-year leadership development strategy aligned with Dyne’s business objectives, culture, values, and growth trajectory 
• Design impactful development experiences for executives, senior leaders, emerging leaders, first-time managers, and individual contributors 
• Build leadership capability in critical areas, including:  
  • Strategic thinking 
  • Enterprise leadership 
  • Change leadership 
  • Decision-making 
  • Cross-functional collaboration 
  • Executive communication 
  • People leadership 
  • Digital and AI mindset 
• Establish leadership competency frameworks and development pathways aligned to Dyne’s career architecture 

Manager Excellence & People Leadership 

• Design and implement a scalable best-in-class manager development curriculum 
• Equip leaders with tools, practices, and capabilities to:  
• Coach and develop talent 
• Effectively deliver feedback 
• Support career growth 
• Lead through change 
• Build engaged and high-performing teams 
• Establish manager readiness and effectiveness measures across the organization 

Learning & Workforce Capability 

• Lead enterprise learning and development programs that build critical business, leadership, and functional capabilities 
• Serve as the central integrator of standards, systems and platforms for training across the company, partnering with functional leaders to align priorities, develop content-specific programs, , reduce duplication, ensure consistency, and connect development efforts to enterprise capability needs 
• Develop scalable learning solutions that blend instructor-led, virtual, digital, and experiential methodologies 
• Oversee onboarding and integration programs that accelerate new hire productivity and engagement 
• Partner with Commercial and Medical training function to facilitate onboarding and continuous development programs that enable rapid proficiency for sales, market access, marketing, patient services, and field leadership teams. 

Talent Development & Succession 

• Partner with Talent Management and HR Business Partners to connect leadership development with talent review, succession planning, and career growth processes  
• Design high-potential and accelerated development programs that prepare leaders for broader enterprise impact 
• Build leadership pipelines for critical business, scientific, technical, and commercial roles 
• Ensure leadership development efforts strengthen succession readiness across key positions 

Organizational Effectiveness & Culture 

• Partner with executive leaders to strengthen leadership team effectiveness, alignment, and execution 
• Support enterprise initiatives that enhance collaboration, accountability, innovation, and engagement 
• Facilitate executive and leadership team workshops focused on strategy, effectiveness, communication, and culture 
• Embed a culture of continuous learning and development across Dyne 
• Champion change management initiatives by developing learning strategies that support organizational transformation, new product launches, and evolving business priorities. 

Measurement & Impact 

• Define meaningful metrics and analytics to assess learning effectiveness, adoption, and business impact 
• Measure leadership bench strength, succession readiness, internal mobility, employee development, and leadership effectiveness 
• Use data and employee insights to continuously improve programs and investment strategies and translate learning and leadership investments into measurable outcomes tied to business priorities 
• Leverage learning technologies, digital platforms, and data analytics to deliver engaging, measurable, and scalable learning experiences while evaluating program effectiveness and business impact. 

Team Leadership 

• Build and lead a high-performing Learning & Leadership Development function 
• Establish partnerships with external learning providers, executive coaches, universities, and leadership development organizations 
• Manage budgets, vendor relationships, and strategic investments to maximize quality, scalability, and business impact 

Education and Skills Requirements:

• Bachelor’s degree required; advanced degree preferred 
• 20+ years of progressive leadership experience in Learning & Development, Leadership Development, Talent Management, Organizational Development, or related disciplines 
• Experience building enterprise-wide leadership development strategies in high-growth and commercial stage organizations 
• Demonstrated success partnering with executive leadership teams 
• Strong understanding of adult learning principles, leadership development methodologies, and organizational effectiveness practices 
• Experience leading organizational change and culture transformation initiatives. 
• Proven ability to influence at executive and board-facing levels 
• Highly adaptable, resilient with strong leadership presence, self-awareness, and sound judgment 
• Excellent communicator and influencer with ability to adapt style and approach as needed to drive alignment, clarity, and action 
• Ability to build trusted relationships and credibility at all levels of the organization 
• Demonstrated experience leading teams and driving organizational growth 
• Self-starter, able to drive work forward within fast-paced, dynamic and high growth environment with a strong track record of execution 
• Digital-first mindset with a strong interest in emerging technologies, including AI and automation, and the ability to translate these innovations into practical learning programs that build organizational capability and accelerate business performance 
• A startup mindset: adaptable, proactive, resourceful, and willing and ready to roll up your sleeves to execute 

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