Lead, People & Culture-US

Roundglass is a wholistic wellbeing company working to empower healthier lives, stronger communities, and a more sustainable world. That w in wholistic is there for a reason: We believe true wellbeing spans the whole human experience, from how we care for ourselves to our connections with others and the planet. Roundglass creates real-world impact through diverse, interconnected initiatives: Roundglass Living delivers personalized wellbeing guidance rooted in science. The app helps people develop healthy habits that last through breathwork, meditation, movement, nutrition, music, and more. Roundglass Foundation drives our development work in communities and ecosystems across India, from empowering rural villages to nurturing world-class athletes and documenting biodiversity. Initiatives include Roundglass Punjab, Roundglass Sports, and Roundglass Sustain. We're driven by a mission to make wellbeing accessible and actionable for everyone, everywhere. That mission shapes how we work and show up for each other. If you're committed to creating meaningful impact and want to help build a culture that reflects it, we'd love to meet you. About the Role: The Lead, People & Culture will play a key role in driving People & Culture across Roundglass US, partnering closely with the Founder, leadership team, and managers to support our people, culture, and evolving organizational needs. This is a hands‑on role that combines strong business partnership with operational ownership. The Lead will advise leaders and managers on people matters while managing key areas across the employee lifecycle, including employee relations, organizational effectiveness, compliance, benefits, immigration, performance management, compensation processes, HR operations, contractor management, and employee programs. The role will also help strengthen the processes, systems, and practices that support a growing and evolving organization. Success requires someone who can move comfortably between partnering with leaders on people decisions and staying close to the day‑to‑day execution required to deliver a strong employee experience. The ideal candidate brings sound judgment, strong ownership, discretion, and the ability to navigate employee and organizational situations with empathy, fairness, and practicality. What You’ll Do: People & Culture Partnership Partner with the Founder, leadership team, and managers on people priorities, workforce needs, and employee matters. Help strengthen a purpose‑driven, high‑performing culture and embed Roundglass values into how we onboard, develop, recognize, manage, and retain employees. Advise leaders and managers on people‑related challenges and provide practical solutions that balance employee and organizational needs. Support organization design, workforce planning, team structures, succession planning, and evolving capability requirements. Support organizational changes and help leaders and employees navigate transitions effectively. Coach managers on people leadership, feedback, performance management, employee development, conflict resolution, and navigating complex team situations. Support and guide the US People & Culture team across HR Operations and Wellbeing. Maintain high standards of confidentiality, ethics, judgment, and professionalism. Talent, Performance & Organizational Effectiveness Partner with leaders on talent reviews, performance, development, succession, and retention to identify critical talent, capability gaps, and appropriate development or organizational solutions. Lead annual performance and merit review processes, including timelines, communication, documentation, and leadership coordination. Lead compensation benchmarking and support compensation planning, partnering with leadership and Finance on competitive and internally equitable pay decisions. Develop and deliver onboarding, manager, and employee development programs that strengthen performance, capability, and culture. Lead initiatives that strengthen employee engagement, wellbeing, inclusion, and the overall employee experience. Gather and analyze employee feedback, engagement insights, and exit trends to identify themes and recommend actions that improve employee experience and retention. Employee Relations, Compliance & Risk Serve as a trusted resource to employees and managers on employee relations matters. Manage workplace concerns, investigations, corrective actions, grievances, and other sensitive employee matters, partnering with leadership and Legal when appropriate. Manage HR compliance activities including audits, reporting, compliance calendars, policy updates, and required documentation. Ensure employment policies, practices, and employee records remain current, consistently applied, and appropriately documented. Manage and provide guidance on FMLA, Washington Paid Family and Medical Leave, workers’ compensation/L&I, workplace accommodations, and related employee documentation. Oversee employee compliance and policy training through the LMS. Stay informed on relevant employment requirements and coordinate with Legal and external experts when additional guidance is required. People Operations & Employee Lifecycle Manage the employee lifecycle from onboarding through offboarding, ensuring a consistent and positive employee experience. Oversee offer documentation, I-9 compliance, employee records, system setup, payroll updates, and separation documentation. Manage employee changes including promotions, transfers, compensation changes, bonuses, reporting changes, and other employment actions. Ensure employee and compensation changes are accurately documented and communicated to Payroll, Finance, and relevant stakeholders. Maintain accurate employee records, job descriptions, employment verifications, organizational structures, and department mappings. Manage HR systems and People & Culture documentation, ensuring employee and organizational data remains accurate and current. Oversee applicable workforce administration and timekeeping processes. Provide day‑to‑day guidance and support to employees and managers. Benefits & Immigration Manage US employee benefits, including enrollments, changes, billing, audits, vendor coordination, and employee issue resolution. Lead annual Open Enrollment for Roundglass and applicable Family Office employees. Review benefit plans, costs, utilization, vendor performance, and available options and provide recommendations where needed. Manage employment‑based immigration cases from initiation through completion in partnership with employees, managers, immigration counsel, and other stakeholders. Maintain visibility into immigration timelines, renewals, documentation, risks, and required actions. Process Excellence, Systems & People Analytics Establish and maintain clear processes, SOPs, documentation, and ownership across core People & Culture activities. Identify opportunities to simplify and automate processes and improve the use of HR technology. Develop and maintain People & Culture dashboards and reporting that provide visibility into workforce trends and organizational needs. Track and report relevant employee, organizational, and Talent Acquisition metrics. Analyze workforce data and employee trends to identify issues and opportunities for improvement. Ensure process and policy changes are clearly documented and communicated to relevant stakeholders. Contractor Management Manage the contractor lifecycle in partnership with business leaders, Finance, and Legal. Oversee contractor requests, SRFs, agreements, onboarding, extensions, engagement changes, and terminations. Ensure contractor approvals, documentation, and records are complete, accurate, and maintained appropriately. Coordinate with Legal and Finance on contractor arrangements requiring additional review or guidance. Maintain visibility into key People & Culture priorities, deliverables, risks, and timelines. Manage relationships with relevant People & Culture vendors and external partners and monitor service quality. Support People & Culture budget planning and monitor costs across benefits, programs, vendors, and other initiatives. Evaluate tools, vendors, and programs based on organizational need, employee experience, cost, and effectiveness. Skills / Qualifications: 8–10 years of progressive experience in Human Resources, People & Culture, People Operations, HR Business Partnership, or a related discipline, with experience independently managing a broad range of people responsibilities. Demonstrated experience partnering with senior leaders and managers on employee, talent, and organizational matters. Strong working knowledge of US employment practices, including employee relations, workplace investigations, compliance, leaves, performance management, and employee lifecycle processes. Experience supporting organization design, workforce planning, succession planning, employee development, engagement, and retention. Experience leading or managing performance, merit, and compensation review processes, including the use of market compensation data and internal equity considerations. Experience managing employee benefits and partnering effectively with brokers, payroll providers, vendors, Legal, and other external partners; exposure to employment‑based immigration matters is preferred. Strong understanding of HR operations, including payroll inputs, employee data management, documentation, compliance controls, onboarding, and offboarding. Experience developing and improving People & Culture processes, SOPs, HR systems, dashboards, reporting, and operational metrics, with a focus on simplification and automation. Ability to use workforce data, employee feedback, and organizational insights to identify trends, solve problems, and make practical recommendations. Strong communication, stakeholder management, organizational, and project‑management skills, with the ability to independently manage multiple priorities in a dynamic environment. High degree of judgment, ownership, discretion, accountability, and follow‑through, with the ability to balance strategic thinking with hands‑on execution. Bachelor's degree in Human Resources, Business, Organizational Development, or a related field; relevant HR certification is preferred. Anticipated salary / compensation: $150,000–$175,000. Experience: 8-10 years. Roundglass values diversity and is committed to providing equal opportunities. We do not discriminate against race, color, religion, sex, sexual orientation, gender identity, gender expression, pregnancy (including childbirth, lactation and related medical conditions), national origin, age, physical and mental disability, marital status, genetic information (including characteristics and testing), military and veteran status, and any other characteristic protected by applicable law. We will provide reasonable accommodation to individuals with disabilities who need assistance applying for a job. Please contact View email address on click.appcast.io for more information. We rely on legitimate interest as a legal basis for processing personal information under the GDPR for purposes of recruitment and applications for employment. #J-18808-Ljbffr RoundGlass LLC