Ramp - Employee Lifecycle Analyst
Requirements
• 1–3+ years in an operational, administrative, or people-focused role; direct experience in People Operations, HR, or data management is a plus • Strong organizational skills with a keen attention to detail — you maintain accuracy and consistency across high-volume, recurring processes • Familiarity with data management platforms; comfortable learning and navigating new tools and systems quickly • Proactive and resourceful — you identify issues and take initiative to resolve or improve workflows without being asked • Enjoys building structure around processes to make them more effective, scalable, and easy for others to follow • Strong communication skills with the ability to partner cross-functionally and build trust with employees and stakeholders at all levels • Experience with compensation data processes (internal mobility, bonus cycles, equity administration) • Familiarity with benefits administration or enrollment reconciliation • Experience with HRIS platforms (Workday, Paylocity, or similar) • Exposure to automation tools or AI-assisted workflows • Background in a high-growth tech or fintech company • Benefits available to all full-time Ramp employees (Global) • Unlimited AI token usage • Centralized home-office equipment ordering • Health and wellness stipend • Budget for intra-office travel • Weekly coffee stipend • United States • United States • 100% medical, dental & vision insurance coverage for you, with partial coverage for dependents • One Medical annual membership • 401(k), including employer match on contributions made while employed by Ramp • Fertility HRA (up to $10,000 per year) • Parental leave: up to 16 weeks (birthing + bonding) or 8 weeks (bonding only) at 100% pay • In-office perks: lunch, snacks, drinks, and more • Relocation support to NYC or SF (as needed) • Canada • Canada • Group medical, dental, and vision coverage through Sun Life • Life, AD&D, and disability coverage • Fertility drug coverage (up to $4,000 lifetime) • Group Retirement Plan with employer match (RRSP + DPSP) • Parental leave: up to 16 weeks (birthing + bonding) or 8 weeks (bonding only) at 100% pay, with additional time available at reduced pay • Employee Assistance Program and virtual care through Lumino Health • United Kingdom • United Kingdom • Private medical insurance through Freedom Elite • Virtual GP and at-home care via eMed x Livi • Workplace pension through Penfold, with salary sacrifice option • Parental leave: up to 16 weeks (birthing + bonding) or 8 weeks (bonding only) at 100% pay with additional time available at reduced pay • Referral Instructions • If you are being referred for the role, please contact that person to apply on your behalf. • Other notices • Other notices • Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records. • Beware of recruiting scams: Ramp will only contact you through official @Ramp.com email addresses and will never ask for payment or sensitive personal information during the hiring process. • Ramp Applicant Privacy Notice
Benefits
• Act as the People Operations operational partner for the Comp team, owning execution of recurring comp update processes, including internal mobility changes, performance cycle updates, bonus and equity issuance prep, and ad-hoc bonus payouts • Ensure comp changes are processed accurately and on time across systems, reducing the operational burden on the Comp team so they can focus on strategy • ~40%: Data Management • Own end-to-end employee data changes in our HRIS and connected systems — internal moves, title changes, compensation updates, and bulk uploads — ensuring accuracy and timeliness across every change • Maintain data integrity through regular audits, cleansing, and proactive identification of errors across our HRIS, payroll, and benefits systems • Serve as the operational point of contact for benefits administration — supporting enrollment accuracy, fielding employee questions, and catching discrepancies before they escalate • Partner on benefits reconciliation and vendor coordination to keep our systems aligned and employees supported • Across all areas: • Across all areas: • Create and maintain thorough SOPs and process documentation for all recurring responsibilities, ensuring every workflow is repeatable, auditable, and easy for others to pick up
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