Lead, Employment Counsel

Ramp•New York, NY

6d•$228,000 - $313,000

About The Position

Ramp is seeking an Employment Counsel to join its Legal team in a broad-scope generalist role. The position provides U.S. employment counseling as its core responsibility, covers non-U.S. jurisdictions as needed, and owns immigration and global mobility. The counsel partners with People, Talent, Total Rewards, Finance, Tax, Equity Administration, Compliance, and business leaders, and manages outside counsel in jurisdictions where expertise is not available in-house. As part of a small, high-leverage team at a fast-moving company, the role handles a wide range of matters and operates independently. The role advises on employment matters throughout the employee lifecycle; manages immigration and global mobility matters; supports investigations and disputes; owns employment agreements and templates; and assists with transactions and market expansion. It also develops training, policies, self-service guidance, and repeatable processes to support Ramp's growth in the U.S. and globally. The role requires at least eight years of employment law practice, a combination of law-firm and high-growth technology company in-house experience, a JD, and active membership in at least one U.S. state bar. New York or California bar membership is preferred. The ideal candidate has extensive U.S. employment counseling experience, practical knowledge of non-U.S. employment law, and hands-on experience running business immigration and global mobility programs.

Requirements

At least 8 years practicing employment law, combining top law firm experience with in-house experience at a high-growth technology company.
JD from an accredited law school and active membership in at least one U.S. state bar.
Deep U.S. employment counseling experience across the employee lifecycle, including wage and hour, leaves and accommodations, investigations, performance management, and separations.
Working knowledge of employment law outside the U.S. and the judgment to triage cross-border questions quickly.
Hands-on experience with U.S. business immigration and global mobility, including running a sponsorship program and managing immigration counsel at volume.
Ability to independently manage multiple time-sensitive matters.
Exceptional written and verbal communication skills, including the ability to turn employment law questions into actionable guidance for managers.
High judgment in sensitive and confidential matters and steadiness advising under time pressure.
Comfort working in a fast-paced environment where priorities shift and processes are still being built, with a bias toward action.

Nice To Haves

Active membership in the New York or California state bar.
Experience at a fintech, payments, or regulated financial services company.
Experience establishing employment infrastructure in a new country, including EOR-to-entity transitions and works council or employee representative consultation.
Employment experience across EMEA, APAC, LATAM, or Canada.
A track record of using AI or automation to eliminate manual legal work.

Responsibilities

Advise People partners and managers on hiring, worker classification, compensation, leaves and accommodations, performance management, discipline, separations, and other day-to-day employment matters.
Collaborate with the People team on the immigration program, including work authorization outside the U.S.; establish and communicate sponsorship policy; manage outside immigration counsel and case volume; and partner with Talent on offer-stage decisions.
Support relocations, cross-border remote-work requests, and business travel, and work with Finance and Tax on permanent establishment and mobility tax exposure.
Collaborate with the People team on internal investigations and advise on findings and outcomes.
Handle demand letters, agency charges, arbitrations, and litigation with outside counsel.
Own offer letters, employment agreements, separation and release agreements, contractor and consultant agreements, restrictive covenants, and local-law variants.
Support employment and immigration diligence, employee transitions, and post-close integration for M&A and new-market entry.
Develop manager training, policies, self-service guidance, and repeatable processes as Ramp expands in the U.S. and globally.

Benefits

Flexible PTO.
Centralized home-office equipment ordering.
Health and wellness stipend.
Budget for intra-office travel.
Weekly coffee stipend.
United States: 100% medical, dental, and vision insurance coverage for the employee, with partial dependent coverage.
United States: One Medical annual membership.
United States: 401(k) with employer match on contributions made while employed by Ramp.
United States: Fertility HRA of up to $10,000 per year.
United States: Parental leave of up to 16 weeks for birthing and bonding or 8 weeks for bonding only, at 100% pay.
United States: Pet insurance.
United States: In-office lunch, snacks, drinks, and other perks.
Relocation expense coverage to NYC or SF, if needed.
Canada: Group medical, dental, and vision coverage through Sun Life.
Canada: Life, AD&D, and disability coverage.
Canada: Fertility drug coverage of up to $4,000 lifetime.
Canada: Group Retirement Plan with employer match (RRSP + DPSP).
Canada: Parental leave of up to 16 weeks for birthing and bonding or 8 weeks for bonding only at 100% pay, with additional time available at reduced pay.
Canada: Employee Assistance Program and virtual care through Lumino Health.
United Kingdom: Private medical insurance through Freedom Elite.
United Kingdom: Virtual GP and at-home care via eMed x Livi.
United Kingdom: Workplace pension through Penfold, with salary sacrifice option.
United Kingdom: Parental leave of up to 16 weeks for birthing and bonding or 8 weeks for bonding only at 100% pay, with additional time available at reduced pay.