Compensation & Equity Manager

Drive compensation and equity programs, partnering with leadership to ensure competitive, equitable practices.

About Ramp

Ramp is a financial operations platform designed to save companies time and money.

About the Role

As Ramp’s Compensation & Equity Manager, you’ll be a critical strategic partner to our People and Talent leadership, driving the design and evolution of our compensation and equity programs.

What You’ll Do

Strategy & Program Development

Develop and execute strategic compensation and equity initiatives that enhance clarity, impact, and consistency.
Continuously evaluate emerging compensation trends, tools, and practices to ensure Ramp remains at the forefront of the market.
Own and regularly evaluate internal processes and tools to identify and implement data-driven improvements across compensation and equity operations.

Cross-Functional Partnership

Serve as a thoughtful communicator and advisor to all stakeholders, distilling complex compensation topics into accessible, actionable insights and education.
Provide guidance, tools, and scalable processes for candidate offer pricing, while empowering the recruiting team to lead on day-to-day execution and approvals.
Collaborate with our People Success Partners (Ramp’s version of HRBPs), Finance, and Investor Relations to align our approaches with our philosophy, business goals, and budgets.
Partner with the Growth Finance team to integrate company-wide compensation strategy with sales team commission and incentive plans.

Program Execution

Lead ongoing compensation benchmarking efforts to maintain competitive and fair practices across roles, levels, and geographies.
Lead biannual compensation and promotion cycles, balancing operational excellence with a people-first mindset.
Own our equity programs (new hire, refresh, promotion, etc.) ensuring accurate and timely administration of equity grants.

What You’ll Need

7+ years of experience, including 1–2 years in total rewards or compensation, ideally in fast-paced or high-growth environments.
Expertise in compensation design, including leveling, pay bands, benchmarking, and equity strategies across all levels—from individual contributors to executives—and across functions such as engineering, sales, and corporate teams.
Strong communicator and stakeholder partner, comfortable navigating nuanced or sensitive topics.
Strategic yet hands-on—you design frameworks and enjoy building the systems behind them.
Tech-savvy and adept at tools and systems for comp analysis, reporting, and workflows.
Self-starter and lifelong learner who tracks trends and contributes fresh thinking to the field.
Collaborative and effective at cross-functional partnerships.
Passionate about fairness, transparency, and making compensation a standout part of the employee experience.

Benefits (for U.S.-based full-time employees)

100% medical, dental & vision insurance coverage for you
- Partially covered for your dependents
- One Medical annual membership
401k (including employer match on contributions made while employed by Ramp)
Flexible PTO
Fertility HRA (up to $5,000 per year)
WFH stipend to support your home office needs
Wellness stipend
Parental Leave
Relocation support to NYC or SF
Pet insurance

What You’ll Do

Strategy & Program Development

Develop and execute strategic compensation and equity initiatives that enhance clarity, impact, and consistency.

Continuously evaluate emerging compensation trends, tools, and practices to ensure Ramp remains at the forefront of the market.

Own and regularly evaluate internal processes and tools to identify and implement data-driven improvements across compensation and equity operations.

Cross-Functional Partnership

Serve as a thoughtful communicator and advisor to all stakeholders, distilling complex compensation topics into accessible, actionable insights and education.

Provide guidance, tools, and scalable processes for candidate offer pricing, while empowering the recruiting team to lead on day-to-day execution and approvals.

Collaborate with our People Success Partners (Ramp’s version of HRBPs), Finance, and Investor Relations to align our approaches with our philosophy, business goals, and budgets.

Partner with the Growth Finance team to integrate company-wide compensation strategy with sales team commission and incentive plans.

Program Execution

Lead ongoing compensation benchmarking efforts to maintain competitive and fair practices across roles, levels, and geographies.

Lead biannual compensation and promotion cycles, balancing operational excellence with a people-first mindset.

Own our equity programs (new hire, refresh, promotion, etc.) ensuring accurate and timely administration of equity grants.

What You’ll Need

7+ years of experience, including 1–2 years in total rewards or compensation, ideally in fast-paced or high-growth environments.

Expertise in compensation design, including leveling, pay bands, benchmarking, and equity strategies across all levels—from individual contributors to executives—and across functions such as engineering, sales, and corporate teams.

Strong communicator and stakeholder partner, comfortable navigating nuanced or sensitive topics.

Strategic yet hands-on—you design frameworks and enjoy building the systems behind them.

Tech-savvy and adept at tools and systems for comp analysis, reporting, and workflows.

Self-starter and lifelong learner who tracks trends and contributes fresh thinking to the field.

Collaborative and effective at cross-functional partnerships.

Passionate about fairness, transparency, and making compensation a standout part of the employee experience.

Benefits (for U.S.-based full-time employees)

100% medical, dental & vision insurance coverage for you

Partially covered for your dependents
One Medical annual membership

401k (including employer match on contributions made while employed by Ramp)

Flexible PTO

Fertility HRA (up to $5,000 per year)

WFH stipend to support your home office needs

Wellness stipend

Parental Leave

Relocation support to NYC or SF

Pet insurance