People Business Partner, G&A

Ramp•New York, NY

12d•$134,000 - $236,000

About The Position

Ramp is hiring a hands-on individual contributor to support managers and employees across Marketing, Finance, Legal, People, Talent, Workplace, and Executive Assistants. Reporting to the Lead People Business Partner for Business & G&A, this person will serve as the primary People Business contact for the portfolio and independently own its People Business agenda, including work with its most senior leaders. The role involves building trusted relationships and a sustainable network across employees, managers, and leaders to understand team goals, talent, and challenges; setting priorities; and driving consequential talent and organizational changes through implementation and results. The position combines direct employee and manager coaching, sensitive casework, senior-leader partnership, and broader process improvement. It includes guiding performance, engagement, and compensation work; managing employee-relations matters and related cases with specialist partners; and developing reusable tools and processes that improve the effectiveness of the wider People Business team.

Requirements

A strong record of improving how managers manage, including direct coaching on performance, development, retention, and difficult talent decisions; relevant experience may come from People Business Partner work, consulting, leadership development, or substantial management experience.
Sound talent judgment and the ability to earn senior-leader trust, set priorities across a broad portfolio, and drive consequential people and organizational changes through implementation with limited direction.
Good judgment in sensitive situations, including acting decisively with incomplete information, communicating clearly, maintaining confidentiality and documentation, and knowing when to involve specialists or escalate with a recommendation.
Strong analytical habits, using people and business data alongside firsthand context to identify priorities, recommend practical action, and assess results.
A hands-on individual-contributor mindset and willingness to handle detailed casework and direct employee and manager coaching alongside senior-leader partnership.
If coming from outside HR, the ability to learn People policies and case processes quickly with coaching.

Nice To Haves

Prior People Business Partner experience, including employee relations, compensation, and recurring performance and engagement cycles.
Experience in people consulting, performance coaching, or learning and development that includes direct work with managers and measurable talent outcomes.
Experience creating reusable manager guidance, case templates, or responsible AI and automation workflows that improve a People team’s effectiveness.

Responsibilities

Own the People Business agenda for the assigned portfolio, build trusted relationships, understand teams’ business goals, talent, and challenges, and set priorities that deliver results.
Coach managers on performance, feedback, development, retention, and difficult talent decisions; help employees prepare for difficult conversations; and partner with senior leaders to strengthen management.
Use firsthand context and people data to diagnose needs, align leaders on trade-offs, and lead talent and organizational changes—including team redesign, leadership development or hiring, and new performance approaches—through implementation and measurable results.
Manage intake, communication, and follow-through for employee relations, leave, accommodations, investigations, and other sensitive matters, partnering with People Operations, Legal, Immigration, and other specialists.
Guide teams through twice-yearly performance reviews and engagement cycles, including manager preparation, calibration, and follow-up.
Advise leaders on cash and equity rewards in partnership with the Compensation team.
Identify recurring gaps in the wider People Business team’s work; build reusable processes, guidance, or tools; drive adoption; and measure improvements in quality, consistency, or capacity.

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 up to $10,000 per year.
United States: Parental leave of up to 16 weeks (birthing and bonding) or 8 weeks (bonding only) at 100% pay.
United States: Pet insurance.
United States: In-office lunch, snacks, drinks, and other perks.
United States: 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 up to $4,000 lifetime.
Canada: Group Retirement Plan with employer match (RRSP + DPSP).
Canada: Parental leave of up to 16 weeks (birthing and bonding) or 8 weeks (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 (birthing and bonding) or 8 weeks (bonding only) at 100% pay, with additional time available at reduced pay.