Business Operations Lead, Compensation & Equity

About Ramp 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. About the Role Ramp is hiring a Business Operations Lead, Compensation & Equity to help build the next stage of our compensation function. This is a senior individual contributor role with exposure to company-level decisions and frequent partnership with the executive team and leaders across People, Finance, Legal, Talent, and the business. You will not manage a team, but you will operate as a thought partner and owner for some of Ramp's most important people and business decisions. This role works on high-judgment, high-impact questions that sit within a few steps of Ramp's senior leadership team. You will work directly on issues that affect hiring strategy, retention, performance, equity planning, international expansion, executive decision-making, and the employee experience. For the right person, this is a way to build rare expertise in compensation and equity while developing the judgment and company context to take on broader operating roles over time. You do not need to be a career compensation specialist. You do need to be analytically exceptional, sharp in ambiguous problems, able to earn trust with executives and cross-functional partners, and excited to go very deep in a domain where details matter. You should also be comfortable using AI to build, automate, and improve your own work. This role sits at the intersection of business strategy, finance, people strategy, AI, and company operating rhythms. What You'll Do Lead high-priority compensation and equity projects from problem definition through analysis, recommendation, stakeholder alignment, and execution. Build analytical models and decision frameworks for compensation bands, equity grants, refresh programs, promotion cycles, retention offers, international compensation, incentive structures, and executive-level scenarios. Partner with leaders across People, Talent, Finance, Legal, Sales, Product, Engineering, and executive leadership to translate complex compensation questions into clear, practical recommendations. Help run and improve major company-wide compensation processes, including merit cycles, promotion cycles, equity refreshers, offer governance, and special compensation reviews. Develop tools, templates, dashboards, and workflows that make compensation decisions faster, more accurate, and more consistent as Ramp grows. Use AI to remove manual work from the compensation function: pulling relevant context, flagging exceptions, drafting decision materials, and automating repeatable analysis. Pressure-test compensation and equity philosophy against market data, hiring needs, retention risk, budget constraints, and internal equity. What You Need 4-8 years of experience in business operations, corporate strategy, consulting, finance, people strategy, total rewards, or another analytical operating role, ideally in a high-expectation environment with senior stakeholders, fast timelines, and ambiguous problems. Exceptional analytical and structured problem-solving skills, including strong Excel / Google Sheets modeling. You can take a messy question, identify the real decision, break it into the right components, and build a path to an answer. Experience building executive-facing analyses, operating models, decision memos, or board-level materials. Practical AI fluency. You should be comfortable using AI tools to build, prototype, automate, and improve workflows, with good judgment about where AI helps and where human judgment is required. Strong communication and stakeholder management skills. You can simplify complex or sensitive topics for executive and non-technical audiences, influence without authority, keep senior partners aligned, handle pushback, and know when to escalate versus when to drive independently. High emotional intelligence and discretion. This role will touch compensation, equity, performance, retention, and other sensitive employee matters. Low ego, high ownership, strong business judgment, and real interest in compensation, equity, talent markets, and how people systems shape company performance.