About this role
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 that power 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
- ~60%: Data Management - Own end-to-end employee data changes in our HRIS and connected systems including internal moves, title changes, compensation updates, bulk uploads, complex exceptions. Ensuring accuracy and timeliness across every change. - Establish and run data-audit, reconciliation, cleansing, and issue-resolution routines; identify root causes and drive durable fixes. - Build scalable operating procedures and controls that improve data quality ahead of system migrations and ongoing growth - Maintain data integrity through regular audits, cleansing, and proactive identification of errors across our HRIS, payroll, and benefits systems. ~40%: Compensation Operations - Act as the People Ops 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 compensation changes are processed accurately and on time across systems. - Own the operational execution of key compensation workflows, including internal-mobility changes, bonus and equity preparation, and ad-hoc compensation updates, in close partnership with the Compensation team.
WHAT YOU NEED
- 0–2+ years in an operational, administrative, or people-focused role; direct experience in People Operations, HR, or data management is a plus
- Str