Employee Lifecycle Associate

About this role

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

The Employee Lifecycle Associate owns the employee experience and communications across every stage of the employee lifecycle, including onboarding, benefits, leaves of absence, role changes, relocations, offboarding, and other key employee milestones. This role will also lean in on benefits and leaves operations alongside our Benefits Lead.

In this role, you'll ensure employees have a seamless, well-supported experience by designing clear communication strategies, anticipating and resolving employee questions, and building scalable resources that help employees navigate change with confidence. You'll own employee-facing communications and documentation, continuously improve our knowledge base and AI-powered Help Desk guidance, and directly support employees by answering questions and executing lifecycle requests when needed. Beyond responding to issues, you'll identify trends and opportunities to proactively improve documentation, reduce friction, and create a more intuitive self-service experience. Your goal is to make lifecycle processes feel transparent, consistent, and easy to navigate while ensuring employees receive accurate, high-quality support at every touchpoint.

WHAT YOU'LL DO

70% EMPLOYEE LIFECYCLE EXPERIENCE & COMMUNICATIONS

- Own the employee experience and communications across onboarding, offboarding, relocations, benefits, leaves of absence, and other key lifecycle moments, ensuring clear communications, timely support, and a seamless experience.

- Partner closely with Lifecycle Analysts, who own employee data operations, and our Lifecycle Manager, who oversees lifecycle strategy, policies, and programs, to deliver a coordinated, scalable employee experience.

- Develop and maintain employee communications, documentation, AI-powered Help Desk guidance, FAQs, and knowledge base content that enables self-service and makes lifecycle processes easy to navigate.

- Respond to employee questions and support requests while continuously improving the employee experience through better communications, documentation, automation, and operational processes.

- Create and continuously improve manager and employee resources—including onboarding guides, leave toolkits, and offboarding guidance—in partnership with the HR Business Partner team to ensure managers are equipped to navigate key lifecycle moments consistently and confidently.

- Create scalable SOPs and operational resources that keep lifecycle processes consistent, efficient, and easy to navigate for employees and internal teams.

- Use employee feedback, support trends, and operational data to identify opportunities to simplify processes and improve the employee experience.

- Collaborate cross-functionally with Recruiters, Managers, People Success Partners, Compensation, Finance, IT, and external vendors to ensure seamless execution across the employee lifecycle.

30% BENEFITS & LEAVES OPERATIONS

- Partner with our Benefits Lead to support the day-to-day operations of Ramp's benefits and leave programs.

- Support benefits operations across key employee lifecycle events, including new hires, life events, leaves of absence, relocations, and offboarding.

- Support leave operations, including intake, tracking, employee and manager communications, and return-to-work processes.

- Audit and reconcile benefits data, investigate discrepancies, and partner with Payroll, Finance, vendors, and internal teams to ensure accurate, compliant operations.

- Serve as a cross-trained backup for benefits and leave operations, ensuring reliable coverage for critical employee needs.

WHAT YOU NEED

- 3-5+ years of People Operations, HR Operations, benefits, payroll, HRIS, compensation operations, or similarly complex business-operations experience

- Demonstrated ability to communicate directly with employees about sensitive operational topics with clarity, empathy, and sound judgment.

- Experience independently owning recurring operational processes and improving their clarity, accuracy, or scalability.

- Strong data-management capabilities, including auditing, reconciliation, cleanup, and careful handling of sensitive employee information.

- Experience partnering across functions and communicating clearly with employees, leaders, vendors, and operational stakeholders.

- Strong spreadsheet skills and confidence learning or administering HRIS and connected systems.

- Excellent judgment, prioritization, and attention to detail in a high-volume, high-trust environment.

NICE TO HAVES

- Experience using workflow automation or AI-assisted tools to improve operational processes.

- Benefits-administration, benefits-reconciliation, or vendor-management experience.

- Experience with Workday, Paylocity, Deel, or comparable HRIS, benefits, and global-worker systems.

- Experience supporting an HRIS implementation or large-scale data migration.

BENEFITS AVAILABLE TO ALL FULL-TIME RAMP EMPLOYEES (GLOBAL)

- Flexible PTO

- Centralized home-office e

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