R
Hybrid
People Programs Lead
Ramp
Overview
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
Benefits, from the posting itself
Hover a row for the exact line it came from. Nothing inferred.
Flexible PTOreceipt ⟳
“Flexible PTO”
Medical, Dental, Vision Insurancereceipt ⟳
“100% medical, dental & vision insurance coverage for you, with partial coverage for dependents”
401k with employer matchreceipt ⟳
“401(k), including employer match on contributions made while employed by Ramp”
Fertility HRAreceipt ⟳
“Fertility HRA (up to $10,000 per year)”
16 weeks parental leavereceipt ⟳
“Parental leave: up to 16 weeks (birthing + bonding) or 8 weeks (bonding only) at 100% pay”
Key Responsibilities
- 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
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