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Ramp is hiring a Business Operations Lead for Compensation & Equity to build the next stage of their compensation function. This is a senior individual contributor role with significant exposure to company-level decisions and frequent partnership with the executive team and cross-functional leaders in People, Finance, Legal, Talent, and the business.
You will not manage a team but will operate as a thought partner and owner on some of Ramp's most important people and business decisions. The role focuses on high-judgment, high-impact questions that sit within a few steps of senior leadership, working directly on issues affecting hiring strategy, retention, performance, equity planning, international expansion, executive decision-making, and employee experience.
Key responsibilities include leading high-priority compensation and equity projects from problem definition through analysis, recommendation, stakeholder alignment, and execution. You'll build analytical models and decision frameworks for compensation bands, equity grants, refresh programs, promotion cycles, retention offers, international compensation, and incentive structures. You'll partner with leaders across People, Talent, Finance, Legal, Sales, Product, Engineering, and executive leadership to translate complex compensation questions into clear, practical recommendations.
You'll help run and improve major company-wide compensation processes, including merit cycles, promotion cycles, equity refreshers, offer governance, and special compensation reviews. The role involves developing tools, templates, dashboards, and workflows that make compensation decisions faster, more accurate, and more consistent as Ramp scales. You'll use AI to remove manual work from the compensation function: pulling relevant context, flagging exceptions, drafting decision materials, and automating repeatable analysis.
Required qualifications include 4-8 years of experience in business operations, corporate strategy, consulting, finance, people strategy, total rewards, or another analytical operating role in high-expectation environments with senior stakeholders, fast timelines, and ambiguous problems. You need exceptional analytical and structured problem-solving skills, including strong Excel/Google Sheets modeling. Experience building executive-facing analyses, operating models, decision memos, or board-level materials is essential.
You should have practical AI fluency and comfort using AI tools to build, prototype, automate, and improve workflows. Strong communication and stakeholder management skills are critical—you must simplify complex or sensitive topics for executive and non-technical audiences, influence without authority, keep senior partners aligned, and handle pushback. High emotional intelligence and discretion are required given the role touches compensation, equity, performance, retention, and other sensitive employee matters. The role requires onsite presence from Ramp's New York office three or more days per week.
