People Programs Lead

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