Chief People Officer
Damora Therapeutics is an innovative biotechnology company that aims to fundamentally redefine care for people with hematologic disorders. We are advancing a new generation of biologics to treat mutant calreticulin-driven myeloproliferative neoplasms, including essential thrombocythemia and myelofibrosis, where there is significant medical need for new disease-modifying treatments. With multiple programs with best-in-class potential on track to enter clinical development in 2026, our goal is to rapidly bring forward optimized treatments with broad mutation coverage and exceptional convenience to dramatically improve patient outcomes. As we enter a critical phase of growth and build toward future success, we are seeking a Chief People Officer (CPO) to shape and lead our people strategy.
This is an executive role and a member of the Executive Team, responsible for building the foundation of how Damora attracts, develops, and enables talent to deliver on its mission. Reporting to the CEO, the Chief People Officer will operate as a strategic partner to leaders across the organization—aligning people, culture, and organizational design to business priorities.
This role is designed for a leader who can balance strategy and execution—building scalable people systems while maintaining a high-quality, differentiated employee experience. You will play a critical role in shaping how Damora grows, makes decisions, and performs as an organization.
Location: Boston Area (preferred)
What You’ll Do
People Strategy & Organizational Effectiveness
- Define and lead the enterprise people strategy aligned to Damora’s business goals and stage of growth
- Partner with the Executive Team to design and evolve the organization to drive execution, scalability, and cross-functional effectiveness
- Drive clarity in how the organization operates—roles, decision-making, and accountability—to enable effective execution
- Use data and insights to assess organizational health and inform leadership decisions
- Drive enterprise-wide effectiveness by strengthening how teams operate—clarity of priorities, decision-making, accountability, and cross-functional alignment
Leadership & Talent
- Build and drive a comprehensive talent strategy, including hiring, development, succession planning, and retention
- Partner with leaders to raise the bar on performance, feedback, and accountability across the organization
- Strengthen leadership and manager capability across the organization, ensuring consistent expectations, feedback, and accountability
- Support executives in building high-performing teams and navigating organizational challenges
- Partner with executives to strengthen both functional excellence and cross-functional team effectiveness, ensuring teams operate with clarity, accountability, and high performance
Culture & Employee Experience
- Shape and evolve Damora’s culture as a core operating system—not just a set of values
- Ensure a consistent, high-quality employee experience across the full lifecycle (onboarding, development, performance, recognition)
- Embed inclusive, equitable practices into core people processes
- Maintain a strong feedback culture and ensure employee voice is heard and acted on
Performance, Rewards & Systems
- Design and manage performance management processes that reinforce business outcomes and accountability
- Partner with the CEO, Finance, and the Board’s Compensation Committee on executive compensation, equity strategy, and performance outcomes
- Prepare materials and insights for Compensation Committee meetings, ensuring alignment between pay, performance, and business results
- Partner with leadership to ensure compensation and rewards programs are competitive, equitable, and aligned to company goals
- Oversee benefits and wellbeing programs that support employees while maintaining cost discipline
- Implement and scale people systems, tools, and analytics to support decision-making and efficiency
People Operations, Governance & Risk Management
- Build and oversee core people operations, policies, and compliance frameworks to support a growing organization
- Ensure appropriate governance, risk management, and employment practices as the company scales
- Serve as the primary People leader interface to the Board and Compensation Committee on talent, succession, organizational health, and executive compensation
- Partner across the organization to ensure alignment on policies, practices, and risk mitigation
Leadership & Team Build
- Build and lead a high-performing People function, including HR business partners, talent, and operations
- Set a high bar for quality, responsiveness, and impact across the People team
- Scale the function thoughtfully in line with company growth and evolving needs
What You’ll Bring
- 15+ years of progressive experience in Human Resources, including senior leadership roles in biotech, pharma, or high-growth companies
- Experience building or scaling People capabilities in a growth-stage environment
- Strong business acumen and ability to align people strategy to company priorities
- Demonstrated success influencing executive teams and driving organizational change
- Deep expertise across talent, performance management, organizational design, and employee experience
- Experience partnering on compensation and equity strategy, with exposure to pre-IPO or public company environments preferred
- Proven ability to build and scale high-performing teams, including attracting top talent, developing leaders, and fostering a culture of accountability and excellence
- Strong judgment and ability to navigate complex organizational and people challenges
- Data-driven mindset with experience using people analytics to inform decisions
- Excellent communication and leadership skills, with the ability to build trust and credibility across all levels
Compensation & Benefits
At Damora Therapeutics, we offer competitive compensation and thoughtfully designed total rewards aligned with industry benchmarks. We believe in rewarding impact and building meaningful ownership for our team.
Agency Policy
We are building our team intentionally and do not accept unsolicited resumes from recruiting or staffing agencies. Agencies should not submit candidates unless directly engaged by Damora’s HR team and operating under a signed agreement. Any resume submitted without prior authorization and a signed agreement will be considered property of Damora Therapeutics, and no referral or placement fees will be paid.
