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New York City, NY, USA
Source: Ramp careers · View original posting
From Ramp's posting. “We” and “our” refer to the employer.
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.
Our Employee Lifecycle team makes sure every Ramp employee has a great experience, from their first day through their last and through every change in between. As Sr. Analyst, Employee Lifecycle Data, you'll own and look after the employee data behind all of it. You'll keep our Workday data accurate and well structured, and you'll make sure it flows correctly into the systems that depend on it.
This is a new role in its current scope. You'll own employee data changes from start to finish, manage the data structure that shapes our org, and set up reconciliation and error reporting across our integrations. We're looking for someone who gets the details right, finds the root cause when data breaks, and builds processes that scale as Ramp grows.
We're moving to Workday on January 1, and we want this person on board before go-live so they can run our employee data changes from day one.
2-5+ years of experience in HR operations, HRIS, or HR data roles
Experience with data changes in Workday HCM, including the ability to manage employee data throughout the full employee lifecycle - processing employee changes, organizational updates, job changes, and audits.
A solid understanding of payroll and benefits data, and of how HRIS integrations feed those systems.
A track record of building reconciliation, audit or error-reporting processes from scratch
Strong attention to detail, a habit of checking your work before and after changes, and sound judgment with sensitive, confidential employee data
Advanced Excel/Google Sheets skills for data analysis, validation and reconciliation, plus sound judgment when using AI tools—knowing when to rely on them and when human review is essential
Clear communication with employees and stakeholders at every level
A process-improvement mindset: you fix the underlying cause of what breaks repeatedly, and build scalable processes that uphold data standards while enabling the business
Nice to Haves
SQL skills
LAYIQ is an independent job-discovery service. This listing does not imply a partnership with or endorsement by the employer. Review the original posting for current details and availability.
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