People Director

Dyania was born with the mission to find clinically critical and relevant insights buried within electronic medical records and release these insights to inform and drive clinical care and clinical research. Our vision is to make sure every patient gets the right care at the right time based in medical decisions precisely informed by their own data. Each patient’s medical record would take a provider nearly 2 hours to read once, let alone read again and again for all the updates cumulated over time. It would be humanly infeasible to achieve even if there was an army of available human clinicians with time that they could spare. Moreover, if so much of medicine is undiscovered, how is an AI model meant to reason appropriately if humans do not know or agree on the right answer? What does high performing reasoning mean in a world of discord and vagueness?

Synapsis AI is the answer. 

 At Dyania Health, we built Synapsis AI over years of AI research, clinicians annotating data and real world tests to acutely understand and overcome every challenge at the point of care. The reason why we became obsessed with solving this problem has its roots in the very core of what is an innately human problem. 

The Role

We're hiring our first dedicated People leader. You'll build the People function from the ground up — strategy, systems, and infrastructure — for a global team across the US and Greece, reporting to the CFO and working closely with the CEO. This is a true zero-to-one build across every pillar of the function: organizational strategy, compensation, recruiting, onboarding, HR operations, culture, and performance — including hiring and leading your own People team as we scale. We see this role evolving as the company grows; for the right person, this is a chance to define what People leadership looks like at Dyania long-term.

We view traditional HR as administratively focused on the employer – employee relationship. Instead, at Dyania our leader in People will be building the organization. Our people are everything. They drive our IP and Applied AI research. Who they are matched with what role they can do is the difference between the company succeeding or failing, particularly in our industry whereby innovation are table stakes. At Dyania the People function contains HR

What you’ll own in year one

o   Organizational strategy and structure — partner with the CEO, Chief of Staff and CFO on top-down organizational design and a dynamic workforce plan that evolves and recalibrates as we scale across healthcare system partners.

o   Goal-setting and performance systems — roll out our first company-wide Goal process cascading from company priorities, team goals (possibly V2MOM framework) to individual goals, and build our first structured performance review cycle, job leveling, and career architecture so top performers are recognized, retained, and developed.

o   Compensation and total rewards — design a market- and performance-aligned compensation philosophy and pay bands tied to the leveling framework, partner with the CEO/CFO on equity strategy for new hires and refreshes, and benchmark against market data as we scale.

o   Recruiting and interview process design — build the recruiting strategy and a structured, rigorous interview process behind our next phase of hiring, partnering with executives across the US and Greece.

o   Onboarding and training — create the onboarding processes, materials, and training that get new hires productive quickly and consistently across both geographies.

o   HR operations and compliance — own the employee lifecycle end to end: US multi-state and European employment compliance, HRIS, policies, payroll coordination, offboarding, and the administrative backbone of the company (employee equipment, tools and subscriptions, systems access).

o   Employee engagement and culture — establish pulse surveys and feedback loops, build connective culture practices across our distributed US and Greece teams, and develop our first-time managers through coaching and training. In partnership with the CFO, establish structured town halls and a cadence for sharing company goals and business updates.

o   Building the People team — hire, lead, and develop your own team, starting with a junior People team member in our Athens office.

Requirements

o   6+ years of progressive People leadership experience, with demonstrated success building Strategic people systems and processes from scratch, not inheriting or maintaining someone else’s

o   An analytical foundation before People. Early career experience in management consulting, investment banking, private equity, corporate strategy, or business operations — you approach organizational problems with structured, quantitative rigor.

o   A hands-on executor who owns work end to end without close supervision and are equally comfortable setting compensation philosophy and processing the paperwork behind it — you'll have no scaffolding here.

o   Deep working knowledge of US employment practice and multi-state compliance

o   Experience partnering directly with senior leadership at a venture-backed or growth-stage technology company

What sets you apart

o   Cross-border experience working across the US and Europe, including familiarity with international employment and GDPR — our team spans New Jersey and Athens

o   Scaling milestones. You've supported international expansion, organizational transformation, or public-company readiness.

o    Systems ownership. You've selected, implemented, or migrated HR platforms (HRIS, payroll, EOR) as a company scaled.

o  Executive-grade output. You're comfortable preparing People materials for board and investor audiences — headcount plans, compensation benchmarking, organizational design.

Who is a Dyanian?

o   Leads with empathy for our patients, teammates, partners, and clients

o   Has an insatiable curiosity for learning new concepts and intellectual growth

o   Has self-awareness in knowing what they know and what they don’t know.

o   Maintains humility in recognizing that perfection does not exist, welcoming growth that comes from being wrong

o   Has a magnetic attraction towards cross-disciplinary teams with diversity of thought, perspective, skill set, working style, knowledge, and interests who have a passion for solving challenging problems

o   Maintains a flexible and adaptive attitude towards solving problems

Dyania Health is an equal opportunity employer that is committed to workplace diversity and inclusion. We do not discriminate on the basis of race, gender, gender identity, color, religion, national origin, sexual orientation, or any other legally protected characteristic as outlined by federal, state, or local laws.

Benefits

Benefits available to eligible employees include:

• Medical, dental, and vision insurance
• Life and disability insurance
• 401(k) retirement plan
• Generous paid time off, including vacation, personal and sick time, and company holidays
• Family and parental leave
• Training and professional development support

Work Arrangement
Hybrid position requiring approximately 3–4 days per week in our Jersey City, NJ office, with approximately 1 day per week remote.

Compensation

Base salary range is $140,000 – $175,000 USD per year. The salary range represents Dyania Health's good-faith estimate of the base compensation for this position at the time of posting. Actual compensation will depend on factors such as experience, qualifications, skills, and other job-related considerations. This position may also be eligible for participation in Dyania Health's employee stock option plan.