Senior Analyst, Ramp

• 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

Desirable

• 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
• ~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