People Programs Lead

RAMP; New York; On-site; USD 120,000 - 165,000; Full time

Benefits offered by this job

Flexible PTO

Centralized home-office equipment

Health and wellness stipend

Budget for intra-office travel

Weekly coffee stipend

Job summary

Ramp is seeking an experienced People Programs lead to build and own onboarding, manager enablement, engagement surveys, and company-wide culture programs. You will partner with People Business Partners, People Operations, and Communications to land these initiatives at scale.

This hands-on, build-from-scratch role requires strong judgment, execution, and the ability to own programs end-to-end in a high-growth environment.

Qualifications

• 5+ years owning people/culture programs end-to-end at a high-growth company.
• A builder's track record: created programs that didn't exist before.
• Strong facilitation and executive presence, comfortable presenting to the whole company.
• Comfortable with data: read engagement survey results and program metrics and form a POV.

Responsibilities

• Build your own roadmap by signaling from engagement surveys, input from PBPs, and People Ops.
• Own onboarding effectiveness from pre-start through first week, coordinating with People Ops and IT.
• Own the performance review cycle design including timeline, tools, and manager/employee experience.
• Build and own manager enablement as a standalone program with content and frameworks.
• Conceive, build, and run company-wide culture-building programs end-to-end.
• Own recognition programming and celebrate milestones shaping Ramp's culture.
• Own biannual engagement survey and translate results into action with PBPs.
• Advise on what to build in-house vs. buy (tools, vendors, platforms) for people programs.

Skills

People programs management

Data analysis

Facilitation

Executive presence

Cross-functional partnership

Job description

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

People Programs at Ramp builds the programs that shape how employees experience the company day to day; from someone's first week to the moments that define Ramp's culture company-wide. As Ramp scales, we need someone dedicated to building that function and taking our foundations to the next level.

In this role, you'll own programs like onboarding, manager enablement, engagement surveys, and the company-wide culture and recognition programs that shape how Ramp works, to name a few. You'll work closely with People Business Partners, People Operations, and Comms to make these programs land and thrive.

This work is high impact and high visibility. This is a hands-on, build-from-scratch role for someone with strong judgment who owns things fully.

What You'll Do

• Build your own roadmap by pulling signal from engagement survey results, PBP and manager input, and People Ops, then make the call on what to build, improve, delegate, or stop.

• Own onboarding effectiveness — from pre-start through the first week — so every new hire's first experience of Ramp reflects how we work and our culture, partnering with People Ops and IT on day-to-day logistics

• Own the performance review cycle's program design — timeline, tools, and the manager/employee experience — partnering with PBPs on calibration and outcomes

• Build and own manager enablement as a standalone program: design the content, frameworks, and moments that help managers lead well, in partnership with PBPs on delivery

• Conceive, build, and run company-wide culture-building programs, fully owning logistics and content end-to-end

• Own recognition programming: how we surface and celebrate what's worth celebrating across the company and the rituals/milestones that make Ramp's culture tangible day to day

• Own the biannual engagement survey: design, run, and work with People Business Partners to translate results into action

• Be the trusted voice on what we should build in-house versus buy (tools, vendors, platforms) for people programs, grounded in judgment about what's worth the investment, not a default toward either

What You Need

• 5+ years owning people/culture programs end-to-end at a high-growth company - from ideation through hands-on execution

• A builder's track record: you've created programming that didn't exist before, not adapted someone else's playbook

• Strong facilitation and executive presence. You’re comfortable being the face of a program in front of the whole company, not just behind the scenes

• Comfortable with data: you can read engagement survey results and program metrics and turn them into a point of view, not just a report

• Proven ability to partner across functions (PBPs, Comms, Enablement, leadership)

• First-principles thinker who can turn ambiguity into a scalable framework: you don't need a rule book, but you can build one when it's missing

Benefits available to all full-time Ramp employees (Global)

• Flexible PTO

• Centralized home-office equipment ordering

• Health and wellness stipend

• Budget for intra-office travel

• Weekly coffee stipend

United States

• 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)

Canada

• 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

United Kingdom

• 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

Other notices

Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records.