Director, Employee Relations and HR Operations Partner

Amylyx has an audacious mission to usher in a new era for treating diseases with high unmet needs. Where others see challenges, we see opportunities that we pursue with urgency, rigorous science, and unwavering commitment to the communities we serve. We are a clinical-stage company currently focused on post-bariatric hypoglycemia (PBH), Wolfram syndrome, and amyotrophic lateral sclerosis (ALS).

Our mission is powered by our people. Our core values – be audacious, be curious, be authentic, be engaged, and be accountable – creating a culture of caring. Amylyx has assembled an experienced team ready to take action because the communities we serve have no time to wait. If you share our passion and are determined to tackle some of medicine’s toughest problems, we encourage you to read the opportunity below and apply.

The Opportunity

Amylyx is seeking a Director of Employee Relations and HR Operations Partner to help shape and support the dynamic growth of our organization. The incumbent will serve as a trusted advisor and central point of expertise for all employee relations matters while also playing a key role in supporting the broader HR function. This leader will design and oversee the frameworks, policies, and practices that shape the employee experience – ensuring our culture remains strong, inclusive, and high-performing as we scale.  In addition, this leader drives consistency, fairness, and compliance across the organization while strengthening our culture of trust, accountability and performance.

This individual will focus on the day-to-day realities of the employee journey—from navigating workplace challenges to reinforcing performance expectations—while partnering closely with the Talent Management & Development team (who leads onboarding, training, development, and coaching), and with HR Business Partners as the organization expands. The Director will bring balance: empathetic support for employees, clear guidance for managers, and sound judgment that protects the business.

Responsibilities

Employee Relations Leadership

• Lead the company’s employee relations strategy and practices, ensuring a fair, consistent, and values-based approach to all workplace matters.
• Conduct, oversee, and document internal investigations in collaboration with Legal and the CHRO.
• Advise leaders and managers on performance management, corrective action, and workplace conflict resolution.
• Partner with HR and Legal to ensure policies are up to date, employee-friendly, and compliant with applicable laws.
• Identify ER trends and proactively recommend training or process improvements to strengthen organizational health and prevent recurrence.
• Manage and resolve employee concerns, investigations, and corrective actions with discretion and integrity.
• Coach and develop HR team members and managers on effective employee relations practices and documentation standards.

HR Functional & Business Partnership Support

• Act as a connective point across the HR functions supporting HR Business Partners, Talent Acquisition, Total Rewards, and HRIS to ensure aligned, consistent delivery of HR programs.
• Partner with HRBPs to advise on organizational design, workforce planning, and performance-related interventions.
• Contribute to annual HR processes, including performance reviews, compensation planning, talent calibration, and engagement initiatives.
• Support cross-functional HR initiatives and special projects that advance HR infrastructure, operational excellence, and employee experience.
• Serve as a thought partner to the HR leadership team on policy interpretation, communications, and change-management efforts.

Compliance & Culture Stewardship

• Lead the development, administration and rollout of HR policies.
• Ensure compliance with federal, state, and local employment laws (e.g., EEO, FMLA, ADA, wage and hour).
• Partner closely with Legal on sensitive employee matters, audits, and risk assessments.
• Promote a culture of inclusion, accountability, and mutual respect that aligns with company values and business goals.
• Develop and deliver training for managers on policies, performance management, and respectful workplace behaviors.
• Partner with HR Business Partners to ensure consistent application across the organization.
• Collaborate with Legal and HR leadership on sensitive matters including terminations, restructures, and compliance audits.
• Serve as a point of guidance for the HR and Legal team on complex policy questions related to our employees. 

Flexibility & Growth Mindset

• Embrace the dynamic environment of a growing biotech organization, recognizing that responsibilities may evolve as we scale.
• Be willing to take on projects and initiatives outside the typical scope of the role in order to support the team and the company’s success.
• Demonstrate a proactive, hands-on approach—jumping in where needed, whether that’s building new processes, supporting cross-functional initiatives, or helping colleagues problem-solve in real time.

Required Qualifications

• A Bachelor’s degree in Human Resources, Business Administration or related field; Master’s degree preferred.
  • Equivalent professional experience will also be considered in place of a degree; we value demonstrated expertise, hands-on leadership, and a proven track record of success just as highly as formal education.
• 10+ years of progressive HR experience, including at least 5 years focused on employee relations in a complex or scaling organization.
• Deep understanding of U.S. employment law and best practices in HR and employee relations.
• Proven ability to manage complex investigations and advise senior leaders with sound business judgment and discretion.
• Exceptional interpersonal and communication skills; ability to navigate sensitive situations with discretion.
• Demonstrated success in building scalable employee relations frameworks in dynamic, growing organizations.
• Friendly, flexible, and comfortable operating in a fast-paced, evolving biotech environment.

Work Location and Conditions

• At Amylyx, we proudly support remote work opportunities within the United States. However, due to business considerations candidates must be able to attend meetings at our office in Cambridge, MA on a regular basis. Preference will be given to candidates who reside in the New England region and can be in person on an as needed basis.
• When working remotely, you must have access to a work setting which enables meeting all requirements of the role (including privacy, reliable internet access, phone, ability to video conference, etc.) at your remote location.

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Amylyx Pharmaceuticals is an Equal Opportunity Employer that does not discriminate on the basis of actual or perceived race, color, creed, religion, national origin, ancestry, citizenship status, age, sex or gender (including pregnancy, childbirth, pregnancy-related conditions, and lactation), gender identity or expression (including transgender status), sexual orientation, marital status, military service and veteran status, physical or mental disability, genetic information, or any other characteristic protected by applicable federal, state, or local laws and ordinances. Amylyx’s management team is dedicated to this policy with respect to recruitment, hiring, placement, promotion, transfer, training, compensation, benefits, employee activities, access to facilities and programs, and general treatment during employment. Accommodations are available for candidates who require them in our selection process. If you need an accommodation, please let your Amylyx Talent Acquisition contact know.

It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.