People Programs Lead
Confirmed on the employer's own hiring board on Oct 16, 2026. First seen by Alion on Oct 15, 2026. Ramp scores A on the Alion truth index.
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
Referral Instructions
If you are being referred for the role, please contact that person to apply on your behalf.
Other notices
Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records.
Beware of recruiting scams: Ramp will only contact you through official @Ramp.com email addresses and will never ask for payment or sensitive personal information during the hiring process.