Business Operations Lead, Ramp

• 4-8 years of experience in business operations, corporate strategy, consulting, finance, people strategy, total rewards, or another analytical operating role, ideally in a high-expectation environment with senior stakeholders, fast timelines, and ambiguous problems
• Exceptional analytical and structured problem-solving skills, including strong Excel / Google Sheets modeling. You can take a messy question, identify the real decision, break it into the right components, and build a path to an answer
• Experience building executive-facing analyses, operating models, decision memos, or board-level materials
• Practical AI fluency. You should be comfortable using AI tools to build, prototype, automate, and improve workflows, with good judgment about where AI helps and where human judgment is required
• Strong communication and stakeholder management skills. You can simplify complex or sensitive topics for executive and non-technical audiences, influence without authority, keep senior partners aligned, handle pushback, and know when to escalate versus when to drive independently
• High emotional intelligence and discretion. This role will touch compensation, equity, performance, retention, and other sensitive employee matters
• Low ego, high ownership, strong business judgment, and real interest in compensation, equity, talent markets, and how people systems shape company performance
• Ability to work onsite from Ramp's New York office three or more days per week

Desirable

• Ramp is hiring a Business Operations Lead, Compensation & Equity to help build the next stage of our compensation function
• This is a senior individual contributor role with exposure to company-level decisions and frequent partnership with the executive team and leaders across People, Finance, Legal, Talent, and the business
• You will not manage a team, but you will operate as a thought partner and owner for some of Ramp's most important people and business decisions
• This role works on high-judgment, high-impact questions that sit within a few steps of Ramp's senior leadership team
• You will work directly on issues that affect hiring strategy, retention, performance, equity planning, international expansion, executive decision-making, and the employee experience
• For the right person, this is a way to build rare expertise in compensation and equity while developing the judgment and company context to take on broader operating roles over time
• You do not need to be a career compensation specialist
• You do need to be analytically exceptional, sharp in ambiguous problems, able to earn trust with executives and cross-functional partners, and excited to go very deep in a domain where details matter
• You should also be comfortable using AI to build, automate, and improve your own work
• This role sits at the intersection of business strategy, finance, people strategy, AI, and company operating rhythms
• Lead high-priority compensation and equity projects from problem definition through analysis, recommendation, stakeholder alignment, and execution
• Build analytical models and decision frameworks for compensation bands, equity grants, refresh programs, promotion cycles, retention offers, international compensation, incentive structures, and executive-level scenarios
• Partner with leaders across People, Talent, Finance, Legal, Sales, Product, Engineering, and executive leadership to translate complex compensation questions into clear, practical recommendations
• Help run and improve major company-wide compensation processes, including merit cycles, promotion cycles, equity refreshers, offer governance, and special compensation reviews
• Develop tools, templates, dashboards, and workflows that make compensation decisions faster, more accurate, and more consistent as Ramp grows
• Use AI to remove manual work from the compensation function: pulling relevant context, flagging exceptions, drafting decision materials, and automating repeatable analysis
• Pressure-test compensation and equity philosophy against market data, hiring needs, retention risk, budget constraints, and internal equity