As a People Success Partner at Ramp, you will be a key player in crafting strategies that promote talent development and performance management. Your responsibilities include advising on organizational design, coaching managers, providing guidance on employee relations, and collaborating with People Operations on large-scale projects. You'll also design career pathways and analyze data to drive insights that enhance employee engagement. This role demands both strategic thinking and operational prowess to ensure success across all levels of the organization.

To be considered for the People Success Partner position at Ramp, candidates should have at least 5 years of experience in HR or as a business unit manager, including two years in a People Partner role. Strong coaching, consulting, and interpersonal skills are essential, along with a knack for utilizing both qualitative and quantitative data. A deep passion for people success and a willingness to learn and adapt in a fast-paced environment will set you apart in this role.

Ramp values a People Success Partner who has high emotional and intellectual intelligence (IQ and EQ). You'll need to demonstrate the ability to build trust with leadership and influence decisions through perceptiveness, authenticity, and empathy. A proactive approach to problem-solving and a willingness to tackle projects of all sizes are also critical attributes we are looking for to create a thriving workplace culture.

At Ramp, the work culture is dynamic, supportive, and centered around collaboration and innovation. We prioritize open communication and a positive environment where team members are encouraged to contribute and share ideas. As a People Success Partner, you'll be working closely with talented professionals from various backgrounds and industries, making it an enriching experience full of opportunities for personal and professional growth.

Ramp is committed to the continuous professional development of its employees, including People Success Partners. We offer access to mentorship opportunities, relevant training programs, and resources to enhance your skills and knowledge in the HR field. Additionally, you will have the chance to lead impactful projects that allow you to showcase your abilities and make a significant contribution to the organization.

In my experience, I start by assessing the strengths and weaknesses of each team member to identify areas for development. I then create personalized development plans that align with their career goals and the organization's objectives. Regular check-ins and feedback sessions ensure progress is tracked, and adjustments are made as needed.

In a previous role, I encountered a situation where team members had conflicting viewpoints that escalated tensions. I facilitated a dialogue between the parties involved, ensuring everyone had a chance to express their concerns. Through active listening and mediation, we reached a common ground. This experience taught me the importance of open communication in resolving conflicts effectively.

I have employed various strategies to boost employee engagement, including conducting engagement surveys to gather feedback and implementing action plans based on the results. Additionally, I promote recognition programs to appreciate employee contributions and encourage team-building activities that foster collaboration and community.

I believe in combining qualitative and quantitative metrics to measure success. This includes analyzing onboarding feedback, tracking performance metrics, and reviewing retention rates. Surveys and focus groups are beneficial for gathering employee insights, allowing us to refine our approach and ensure alignment with organizational goals.

I adopt a collaborative coaching style, focusing on empowering managers to develop their own solutions. I provide tools and frameworks while encouraging them to share their experiences and insights. This approach fosters confidence and helps managers become more effective leaders within their teams.

Effective prioritization is key. I assess the impact of each project on the organization and align my efforts with strategic priorities. I communicate regularly with stakeholders to manage expectations and adjust timelines if needed, ensuring that high-impact projects remain on track while still addressing day-to-day operations.

I focus on creating a structured onboarding program that includes clearly defined goals and timelines. I also establish mentorship relationships to help new hires acclimate to the company culture and their roles. Collecting feedback post-onboarding is crucial for continuous improvement and ensuring new employees feel supported.

Building relationships starts with understanding their priorities and challenges. I establish regular meetings to discuss talent needs and provide strategic input. Being present and approachable fosters trust, allowing for open communication and collaboration as we work together toward common goals.

Data informs nearly every decision I make. I use analytics to identify trends, measure program effectiveness, and forecast potential challenges. Data-driven insights help prioritize initiatives and ensure that resources are allocated efficiently to maximize impact across the organization.

I am drawn to Ramp's innovative approach to financial operations and its commitment to fostering a positive workplace culture. The opportunity to collaborate with diverse teams to enhance employee success aligns perfectly with my passion for driving engagement and organizational performance. I believe I can contribute significantly to Ramp's mission and growth.