Employee Lifecycle Analyst

About Ramp

Ramp is building the smart infrastructure for finance teams, embedded in the transaction flow of every dollar a business spends. We automate how over $200B in annualized spend flows in and out of 70,000+ companies: authorizing payments, flagging risk, categorizing spend, and closing books.

The problems are high-stakes, data-dense, and unforgiving.

We hire people with high agency and high urgency. We look for slope over intercept. We care less about where you trained and more about what you’ve built. At Ramp, everyone is a builder who owns problems end to end and makes consequential decisions that shape the outcome.

The median Ramp customer saves 5% and grows revenue 16% in their first year – far in excess of businesses operating without Ramp. We believe every ambitious company deserves the same.

If you want to build systems that directly shape how companies move and manage billions, Ramp is the place to do it.

About the Role

The Employee Lifecycle Analyst is a critical member of Ramp's People Operations team, responsible for the data workflows, compensation operations, and benefits processes that sit behind every employee's experience at Ramp.. You'll be a trusted operational partner to our Comp, Finance, and HR teams, bringing structure and precision to cross-functional processes while building the documentation and systems that scale with the business. This is a role for someone who loves getting into the details, takes real pride in accuracy, and is excited to build — not just maintain — the processes that support every employee at Ramp.

What You'll Do

• ~40%: Compensation Operations

• 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

• ~20%: Benefits Operations & Support

• 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:

• 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

What You Need

• 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

Nice to Haves

• 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)

• Flexible PTO

• Centralized home-office equipment ordering

• Health and wellness stipend

• Budget for intra-office travel

• Weekly coffee stipend

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

• Pet insurance

• In-office perks: lunch, snacks, drinks, and more

• Relocation support to NYC or SF (as needed)

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

• 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

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.

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