Ramp is building the smart infrastructure for finance teams, embedded in the transaction flow of every dollar a business spends. We automate how over $275B in annualized spend flows in and out of 85,000+ 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 7.5% 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 RoleOur Employee Lifecycle team makes sure every Ramp employee has a great experience, from their first day through their last and through every change in between. As Sr. Analyst, Employee Lifecycle Data, you'll own and look after the employee data behind all of it. You'll keep our Workday data accurate and well structured, and you'll make sure it flows correctly into the systems that depend on it.
This is a new role in its current scope. You'll own employee data changes from start to finish, manage the data structure that shapes our org, and set up reconciliation and error reporting across our integrations. We're looking for someone who gets the details right, finds the root cause when data breaks, and builds processes that scale as Ramp grows.
We're moving to Workday on January 1, and we want this person on board before go-live so they can run our employee data changes from day one.
What You'll DoEmployee data changes
Process and approve role changes like transfers, promotions, manager and title changes, plus relocations (using our comp calculator for basic geo adjustments and partnering with Global Mobility on more complex moves)
Own intake and completion of one-off data changes through Serval (our ticketing system) tickets, meeting SLAs and giving employees a clear, helpful experience
Review and approve data change transactions to protect data quality
Support internal mobility cycles and position management in Workday (and Ashby)
Bulk changes
Own bulk data changes from start to finish, including reorgs, comp cycles and mass updates: prepare and validate the data, run the loads and confirm the results
Build review steps and checklists that make large changes repeatable and low-risk, and partner with HRIS on EIB templates and system-level controls
Data quality, reconciliation and stewardship
Build and run regular reconciliation between Workday and downstream systems, including benefits providers and international payroll
Monitor integration errors, find root causes and fix data and process gaps with HRIS, Payroll, Benefits and vendor partners, escalating system or integration fixes to HRIS with clear root-cause analysis
Define and document data standards, ownership and controls for employee data, and run regular audits to find and fix issues in partnership with HRIS team
Be the go-to expert on how employee data works at Ramp, and help teammates and partners understand it
2-5+ years of experience in HR operations, HRIS, or HR data roles
Experience with data changes in Workday HCM, including the ability to manage employee data throughout the full employee lifecycle - processing employee changes, organizational updates, job changes, and audits.
A solid understanding of payroll and benefits data, and of how HRIS integrations feed those systems.
A track record of building reconciliation, audit or error-reporting processes from scratch
Strong attention to detail, a habit of checking your work before and after changes, and sound judgment with sensitive, confidential employee data
Advanced Excel/Google Sheets skills for data analysis, validation and reconciliation, plus sound judgment when using AI tools—knowing when to rely on them and when human review is essential
Clear communication with employees and stakeholders at every level
A process-improvement mindset: you fix the underlying cause of what breaks repeatedly, and build scalable processes that uphold data standards while enabling the business
Experience at a fast-growing company where the org structure changes often
Experience with Serval, JIRA, or similar service desk tools
Experience with Workday reporting
SQL skills
Flexible PTO
Centralized home-office equipment ordering
Health and wellness stipend
Budget for intra-office travel
Weekly coffee stipend
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 expense coverage to NYC or SF (if needed)
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
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
If you are being referred for the role, please contact that person to apply on your behalf.
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
Skills Required
- 2-5+ years of experience in HR operations, HRIS, or HR data roles
- Experience managing employee data changes in Workday HCM throughout the full employee lifecycle
- Experience processing employee changes, organizational updates, job changes, and audits
- Understanding of payroll and benefits data and HRIS integrations feeding those systems
- Track record of building reconciliation, audit, or error-reporting processes from scratch
- Strong attention to detail and sound judgment with sensitive, confidential employee data
- Advanced Excel or Google Sheets skills for data analysis, validation, and reconciliation
- Sound judgment when using AI tools and knowing when human review is essential
- Clear communication with employees and stakeholders at every level
- Process-improvement mindset focused on root-cause resolution and scalable data standards
- Experience at a fast-growing company with frequent organizational changes
- Experience with Serval, JIRA, or similar service desk tools
- Experience with Workday reporting
- SQL skills
Ramp Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about Ramp and has not been reviewed or approved by Ramp.
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Fair & Transparent Compensation — Fair & Transparent Compensation: Pay is positioned as competitive or top-of-market in core technical roles, with strong base pay and total compensation ranges cited for engineers and product roles. Compensation is also framed as including meaningful equity alongside salary, making offers feel compelling versus many startup benchmarks.
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Healthcare Strength — Healthcare Strength: Healthcare coverage is described as comprehensive, often including medical, dental, and vision, with additional primary-care access via a One Medical membership. The package is portrayed as above-average on employer coverage for employees, increasing perceived value of the benefits bundle.
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Retirement Support — Retirement Support: A 401(k) with an employer match is consistently included as a core benefit. Immediate or meaningful matching is presented as a concrete financial benefit that goes beyond a basic plan offering.
Ramp Insights
What We Do
Ramp is building the next generation of finance tools—from corporate cards and expense management, to bill payments and accounting integrations—designed to save businesses time and money with every click. More than 10,000 customers cut their expenses by 3.5% per year and closing their books 8x faster by switching to the Ramp platform. Founded in 2019, Ramp powers the fastest-growing corporate card and bill payment software in America and enables billions of dollars of purchases each year. Ramp continues to grow at an increasingly large scale, more than doubling its revenue run rate in the first half of 2022. Valued at $8.1 billion, Ramp's investors include Founders Fund, Stripe, Citi, Goldman Sachs, Coatue Management, D1 Capital Partners, Redpoint Ventures, General Catalyst, and Thrive Capital, as well as over 100 angel investors who were founders or executives of leading companies. The Ramp team comprises talented leaders from leading financial services and fintech companies—Stripe, Affirm, Goldman Sachs, American Express, Mastercard, Visa, Capital One—as well as technology companies such as Meta, Uber, Netflix, Twitter, Dropbox, and Instacart. Ramp was named Fast Company’s most innovative finance company in 2022.
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