People Director

Dyania Health•Jersey City, NJ

About The Position

Dyania Health exists to make sure no patient misses out on care they need simply because the evidence was buried in their medical records. A person's health story is scattered across years of visits, notes, and test results — and today, finding the patients who need an intervention means clinicians reading charts by hand, one of the most time-consuming processes in medicine. We built Synapsis AI™, our dual-patented clinical reasoning system, to read that full story the way a physician would. The impact is real and measured: what takes a clinician 30 minutes to 2 hours takes Synapsis AI under half a second, and in peer-reviewed studies at Cleveland Clinic it was more accurate than physician reviewers. Health systems use it first to find patients who need care now, and also to connect patients with clinical trials and accelerate medical research — all while patient data stays securely inside the hospital's own walls. We're a Series B company scaling across major healthcare system and pharma partners, with a team unlike most startups: one-third clinicians and one-fourth published AI researchers, working side by side. The science is validated. The partners are signed and continuing to sign. What we're building now is the company — and that's where you come in. 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

Requirements

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
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.
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.
Deep working knowledge of US employment practice and multi-state compliance
Experience partnering directly with senior leadership at a venture-backed or growth-stage technology company

Nice To Haves

Cross-border experience working across the US and Europe, including familiarity with international employment and GDPR — our team spans New Jersey and Athens
Scaling milestones. You've supported international expansion, organizational transformation, or public-company readiness.
Systems ownership. You've selected, implemented, or migrated HR platforms (HRIS, payroll, EOR) as a company scaled.
Executive-grade output. You're comfortable preparing People materials for board and investor audiences — headcount plans, compensation benchmarking, organizational design.

Responsibilities

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.
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.
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.
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.
Onboarding and training — create the onboarding processes, materials, and training that get new hires productive quickly and consistently across both geographies.
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).
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.
Building the People team — hire, lead, and develop your own team, starting with a junior People team member in our Athens office.