Job Description

Kardigan is a heart health company working to make cardiovascular disease preventable, curable and no longer the leading cause of death in the world.

It is Kardigans mission to develop multiple targeted treatments in parallel that bring people with cardiovascular diseases to the cures they deserve.

Led by Tassos Giannakakos, Jay Edelberg, M.D. and Bob McDowell, Ph.D., Kardigans co-founders have reunited after leading MyoKardia to discover and develop mavacamten, the first cardiac myosin inhibitor, resulting in an acquisition by Bristol Myers Squibb in 2020.

We have a cutting-edge discovery and translational research platform, a pipeline of late-stage candidates, and an industry-leading team that is driven to improve the lives of patients.

At Kardigan, we are motivated by our values which guide how we work, interact, and achieve our goals. Driven by patients and their families , we are deeply committed to improving the lives of patients and prioritizing their needs above all else. We believe in being authentic leading with truth to bring out the best in others by creating an environment where every person knows they will be fully accepted. With an eagerness to learn , we encourage the highest levels of curiosity and are open to changing our minds. We are committed to winning as a team with urgency, excellence, and intention, and support each other no matter what role we play or where we sit. Lastly, we strive to enable the impossible because patients are counting on us. We are not afraid to take risks to unlock innovation and advance scientific discoveries.

These values are the foundation of our work, empowering us to make a real difference, every day.

DESCRIPTION

The Director, Portfolio will play a key role in enabling data-driven, cross-functional decision-making and evaluation of trade-offs across the development pipeline. This individual will partner with Asset Leads and the broader Asset Teams to develop and maintain forward-looking decision frameworks, ensuring clarity on decision scope, trade-offs, and associated risks. They will drive and facilitate portfolio decision forums, including agenda setting, preparation of supporting materials, and communication of outcomes. The Director will collaborate closely with Finance to develop and maintain dynamic budgets at both the asset and portfolio levels, enabling scenario planning and prioritization aligned with the companys strategic goals. This role will also lead the annual portfolio planning cycle and support the preparation of materials for executive and Board-level discussions.

Beyond these core responsibilities, the Director will be responsible for building and refining the operational infrastructure that supports portfolio governance, including development of scalable processes, templates, and tools. They will work closely with the VP of Portfolio & Program Management to evolve best practices, foster cross-functional alignment, and ensure that portfolio decisions are informed by integrated business and scientific perspectives. The ideal candidate is a strategic thinker with strong analytical and communication skills, proven leadership in cross-functional settings, and the ability to operate with clarity in a fast-paced, evolving environment.

Kardigan is a 4 day on-site schedule - M - Th.

ESSENTIAL DUTIES AND RESPONSIBILITIES

• In partnership with the Asset Leads, develop forward-looking decision framework and infrastructure/templates to ensure clear scope, alternatives and trade-offs, as well as robust analysis and risk identification
• Lead and manage both regular and ad hoc decision forums, ensuring clear supporting materials, outputs, and organizational communication
• Partner with Finance in developing dynamic budgets across assets and portfolio to facilitate trade-off discussions and scenario planning
• Drive annual portfolio planning exercise in conjunction with annual strategic plan
• Provide as-needed support for creation of portfolio materials required for Board of Directors and other executive level discussions
• Related to the above responsibilities, develop and maintain clear processes and templates to facilitate planning, budgeting, and portfolio decision exercises
• Partner with the VP of Portfolio & Program Management to continually evolve best practices, seeking cross-functional input and communicating best practices across the org

EDUCATION/EXPERIENCE/SKILLS

Education:

• BA or BS, with preference for advanced degree, eg MBA or MA/PhD in scientific area

Experience:

• 8+ years of relevant industry experience with a focus on portfolio management, complex scenario analysis, and strategic planning OR 5+ years of experience in strategic management consulting with focus on biopharma and exposure to portfolio-related work
• Familiarity with business case modeling and valuation methodologies, such as Net Present Value (NPV)
• Understanding of clinical development principles, including common trade-offs and statistical considerations
• Broad knowledge of the drug development lifecycle and the roles of cross-functional partners (e.g., Research, Clinical, Regulatory, CMC)
• Strong capability in complex scenario analysis and strategic trade-off evaluation
• Demonstrated ability to distill complex issues and communicate clearly with executive leadership
• Experience driving structured decision-making and influencing senior stakeholders
• Experience communicating with executive teams to drive robust decision-making and clear communication processes

Knowledge/Skills/Abilities:

• Ability to lead workstreams and influence cross-functionally
• Strong strategic and technical understanding; strong analytical skills and ability to anticipate operational issues and risks, and to proactively recommend mitigations and solutions
• Initiative/self-starter with a continuous improvement mindset and demonstrated experience managing across multiple functions and teamsStrong work ethic with a sense of urgency and demonstrated ability to consistently deliver high quality output
• Excellent written and oral communication skills; comfortable interacting and communicating with individuals at all levels of the organization
• Detail oriented with ability to manage multiple priorities
• Strong sense of resilience and comfortable operating in a fast-paced, dynamic, start-up environment
• Flexibility to travel as needed

Voluntary Self-Identification

For government reporting purposes, we ask candidates to respond to the below self-identification survey. Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

As set forth in Kardigans Equal Employment Opportunity policy, we do not discriminate on the basis of any protected group status under any applicable law.

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:

A disabled veteran is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A recently separated veteran means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

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We are a federal contractor or subcontractor. The law requires us to provide equal employment opportunity to qualified people with disabilities. We have a goal of having at least 7% of our workers as people with disabilities. The law says we must measure our progress towards this goal. To do this, we must ask applicants and employees if they have a disability or have ever had one. People can become disabled, so we need to ask this question at least every five years.

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