The opportunity
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.
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
What they're looking for
- 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
