How much experience is required?

1–3 years of relevant experience for this Senior Analyst, Employee Lifecycle Data (Workday) role.

What seniority level is this role?

Ramp targets mid-level candidates for this position.

Is this full-time or contract?

Full-time for this Senior Analyst, Employee Lifecycle Data (Workday) role at Ramp.

Joblaze summary

The Employee Lifecycle Analyst at Ramp plays a vital role in managing the data workflows and operational processes that enhance the employee experience. This position requires strong organizational skills and attention to detail, as the analyst will oversee compensation operations, data management, and benefits administration. Ideal candidates have 1-3 years of experience in operational or HR roles, with a focus on building scalable processes. Ramp's fast-paced environment suits those who thrive on high agency and are eager to contribute to a growing fintech company.

Joblaze insights

Listed about 3 months ago — first seen on Joblaze July 2, 2026. Last confirmed on Ramp's careers page October 9, 2026.

Quick facts

How much experience is required?: 1–3 years of relevant experience for this Senior Analyst, Employee Lifecycle Data (Workday) role.
What seniority level is this role?: Ramp targets mid-level candidates for this position.
Is this full-time or contract?: Full-time for this Senior Analyst, Employee Lifecycle Data (Workday) role at Ramp.

From the original posting

The problems are high-stakes, data-dense, and unforgiving.

About the Role

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.

What You'll Do

Employee data changes

Process and approve role changes like transfers, promotions, manager and title changes, plus relocations (using our comp calculator for basic geo adjustments and partnering with Global Mobility on more complex moves)
Own intake and completion of one-off data changes through Serval (our ticketing system) tickets, meeting SLAs and giving employees a clear, helpful experience
Review and approve data change transactions to protect data quality
Support internal mobility cycles and position management in Workday (and Ashby)

Bulk changes

Own bulk data changes from start to finish, including reorgs, comp cycles and mass updates: prepare and validate the data, run the loads and confirm the results
Build review steps and checklists that make large changes repeatable and low-risk, and partner with HRIS on EIB templates and system-level controls

Data quality, reconciliation and stewardship

Build and run regular reconciliation between Workday and downstream systems, including benefits providers and international payroll
Monitor integration errors, find root causes and fix data and process gaps with HRIS, Payroll, Benefits and vendor partners, escalating system or integration fixes to HRIS with clear root-cause analysis
Define and document data standards, ownership and controls for employee data, and run regular audits to find and fix issues in partnership with HRIS team
Be the go-to expert on how employee data works at Ramp, and help teammates and partners understand it

What You Need

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

Experience at a fast-growing company where the org structure changes often
Experience with Serval, JIRA, or similar service desk tools
Experience with Workday reporting
SQL skills

Flexible PTO
Centralized home-office equipment ordering
Health and wellness stipend
Budget for intra-office travel
Weekly coffee stipend

United States

100% medical, dental & vision insurance coverage for you, with partial coverage for dependents
One Medical annual membership
Fertility HRA (up to $10,000 per year)
Pet insurance
In-office perks: lunch, snacks, drinks, and more

Canada

Group medical, dental, and vision coverage through Sun Life
Life, AD&D, and disability coverage
Fertility drug coverage (up to $4,000 lifetime)

United Kingdom

Private medical insurance through Freedom Elite

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