Senior Analyst, Employee Lifecycle Data (Workday)

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