Employee Lifecycle Analyst

Job Description

Employee Lifecycle Analyst | Ramp

The Tone:
This is a full-time role at Ramp. Ramp builds the smart infrastructure for finance teams, automating how billions in annualized spend flows in and out of tens of thousands of companies. The problems Ramp solves are high-stakes, data-dense, and unforgiving, requiring builders who own problems end-to-end. This role is critical within the People Operations team, responsible for the data workflows that power every employee’s experience and is essential for scaling the business.

The TL;DR
• Role: Early Career
• Type: Full-time

• Team: People Operations, partnering with Comp, Finance, and HR teams
• Mission: Bring structure and precision to cross-functional People Operations processes and build scalable documentation and systems that support every employee at Ramp.
• Tech Stack: HRIS, payroll, benefits systems, Workday, Paylocity

What You’ll Actually Do
• Data Management: Own end-to-end employee data changes in the HRIS and connected systems, ensuring accuracy and timeliness across every change.
• Data Integrity: Establish and run data audit, reconciliation, cleansing, and issue-resolution routines to identify root causes and drive durable fixes.
• Process Improvement: Build scalable operating procedures and controls that improve data quality ahead of system migrations and ongoing growth.
• Compensation Operations: Act as the People Ops operational partner for the Compensation team, owning the execution of recurring compensation update processes.
• Workflow Execution: Own the operational execution of key compensation workflows, including internal mobility changes, performance cycle updates, bonus and equity issuance preparation, and ad-hoc bonus payouts.

The Must-Haves
• Background: 0–2+ years in an operational, administrative, or people-focused role.
• Experience: Familiarity with data management platforms; comfortable learning and navigating new tools and systems quickly.
• Skills: Strong organizational skills with a keen attention to detail, proactive and resourceful in identifying and resolving issues, enjoys building structure around processes to improve effectiveness and scalability, strong communication skills to partner cross-functionally and build trust.
• Bonus: Direct experience in People Operations, HR, or data management; experience with compensation data processes; 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.