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Employee Lifecycle Jobs (NOW HIRING)

Ramp

Employee Lifecycle Associate

New York, NY · On-site

$112K - $154K/yr

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

About the Role The Employee Lifecycle Associate owns the employee experience and communications across every stage of the employee lifecycle, including onboarding, benefits, leaves of absence, role ...

Perrigo

Employee Lifecycle Specialist

Allegan, MI

Description Overview As Employee Lifecycle specialist, you will be a key member of the Employee Lifecycle team, part of our People Solutions function, with the mission of supporting the execution of ...

Oregonstate

Employee Lifecycle Director

Corvallis, OR · On-site

The Division of Extension and Engagement is seeking an Employee Lifecycle Director. This is a full-time (1.00 FTE), 12-month, professional faculty position. The mission of the Division of Extension ...

CoreWeave

Employee Lifecycle Partner

Dallas, TX · On-site

$115K - $153K/yr

What You'll Do We are hiring an Employee Lifecycle Partner, North America to drive employment lifecycle execution across the US and Canada, with deep operational ownership in the US. This role sits ...

Ramp

Employee Lifecycle Analyst

New York, NY · On-site

$88K - $121K/yr

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

About the Role The Employee Lifecycle Analyst is a critical member of Ramp's People Operations team, responsible for the data workflows that power every employee's experience at Ramp. You'll be a ...

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Employee Lifecycle information

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$30

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$96

How much do employee lifecycle jobs pay per hour?

As of Aug 17, 2026, the average hourly pay for employee lifecycle in the United States is $52.18, according to ZipRecruiter salary data. Most workers in this role earn between $38.46 and $96.15 per hour, depending on experience, location, and employer.

What is the employee lifecycle?

The employee lifecycle refers to the stages an employee experiences during their time with an organization, from recruitment and onboarding to development, retention, and eventually, offboarding or exit. This framework helps companies manage and optimize every phase of an employee's journey, ensuring positive experiences and organizational effectiveness. By understanding the employee lifecycle, HR professionals can develop strategies to attract, engage, and retain top talent, while also supporting career growth and smooth transitions.

What are some typical challenges faced by professionals managing the employee lifecycle, and how can they be addressed?

Managing the employee lifecycle often involves navigating challenges such as ensuring a smooth onboarding process, maintaining consistent communication during transitions, and handling sensitive offboarding procedures. Professionals in this role must collaborate closely with various departments, like payroll, IT, and management, to ensure all employee touchpoints are seamless and compliant. Staying organized, utilizing HR management systems, and fostering open communication can help address these challenges and improve the overall employee experience.

What are the key skills and qualifications needed to thrive as an employee lifecycle specialist, and why are they important?

To thrive as an Employee Lifecycle Specialist, you need a strong understanding of HR processes, employment law, and experience with onboarding, offboarding, and employee development, often requiring a degree in Human Resources or related field. Familiarity with HR Information Systems (HRIS), applicant tracking systems (ATS), and payroll software is typically expected. Excellent communication, problem-solving, and organizational skills help you manage sensitive employee matters and coordinate seamlessly across departments. These skills and qualities are crucial for ensuring compliance, enhancing employee experience, and supporting organizational effectiveness throughout all stages of employment.

What is the difference between Employee Lifecycle vs HR Coordinator?

AspectEmployee LifecycleHR Coordinator
FocusStages of employee engagement from recruitment to exitAdministrative support in HR processes
ResponsibilitiesDesigning and managing employee experienceScheduling interviews, onboarding, record keeping
Required CredentialsHR certifications, understanding of HR policiesHR-related certifications often preferred
Work EnvironmentStrategic HR planning, cross-department collaborationAdministrative, support-focused tasks

The Employee Lifecycle encompasses the entire journey of an employee within an organization, focusing on engagement, development, and retention. An HR Coordinator supports specific HR functions like onboarding and record management. While the Employee Lifecycle involves strategic planning, the HR Coordinator handles operational tasks to facilitate that process.

More about Employee Lifecycle jobs

What job categories do people searching Employee Lifecycle jobs look for?

The top searched job categories for Employee Lifecycle jobs are:

Employee Lifecycle jobs near you
Infographic showing various Employee Lifecycle job openings in the United States as of August 2026, with employment types broken down into 1% As Needed, 74% Full Time, 20% Part Time, 4% Contract, and 1% Nights. Highlights an 95% Physical, 2% Hybrid, and 3% Remote job distribution, with an average salary of $108,534 per year, or $52.2 per hour.

Employee Lifecycle Associate

Ramp

New York, NY • On-site

$112K - $154K/yr

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 13 days ago

Job description

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
The Employee Lifecycle Associate owns the employee experience and communications across every stage of the employee lifecycle, including onboarding, benefits, leaves of absence, role changes, relocations, offboarding, and other key employee milestones. This role will also lean in on benefits and leaves operations alongside our Benefits Lead.
In this role, you'll ensure employees have a seamless, well-supported experience by designing clear communication strategies, anticipating and resolving employee questions, and building scalable resources that help employees navigate change with confidence. You'll own employee-facing communications and documentation, continuously improve our knowledge base and AI-powered Help Desk guidance, and directly support employees by answering questions and executing lifecycle requests when needed. Beyond responding to issues, you'll identify trends and opportunities to proactively improve documentation, reduce friction, and create a more intuitive self-service experience. Your goal is to make lifecycle processes feel transparent, consistent, and easy to navigate while ensuring employees receive accurate, high-quality support at every touchpoint.
What You'll Do
70% Employee Lifecycle Experience & Communications
  • Own the employee experience and communications across onboarding, offboarding, relocations, benefits, leaves of absence, and other key lifecycle moments, ensuring clear communications, timely support, and a seamless experience.
  • Partner closely with Lifecycle Analysts, who own employee data operations, and our Lifecycle Manager, who oversees lifecycle strategy, policies, and programs, to deliver a coordinated, scalable employee experience.
  • Develop and maintain employee communications, documentation, AI-powered Help Desk guidance, FAQs, and knowledge base content that enables self-service and makes lifecycle processes easy to navigate.
  • Respond to employee questions and support requests while continuously improving the employee experience through better communications, documentation, automation, and operational processes.
  • Create and continuously improve manager and employee resources-including onboarding guides, leave toolkits, and offboarding guidance-in partnership with the HR Business Partner team to ensure managers are equipped to navigate key lifecycle moments consistently and confidently.
  • Create scalable SOPs and operational resources that keep lifecycle processes consistent, efficient, and easy to navigate for employees and internal teams.
  • Use employee feedback, support trends, and operational data to identify opportunities to simplify processes and improve the employee experience.
  • Collaborate cross-functionally with Recruiters, Managers, People Success Partners, Compensation, Finance, IT, and external vendors to ensure seamless execution across the employee lifecycle.
30% Benefits & Leaves Operations
  • Partner with our Benefits Lead to support the day-to-day operations of Ramp's benefits and leave programs.
  • Support benefits operations across key employee lifecycle events, including new hires, life events, leaves of absence, relocations, and offboarding.
  • Support leave operations, including intake, tracking, employee and manager communications, and return-to-work processes.
  • Audit and reconcile benefits data, investigate discrepancies, and partner with Payroll, Finance, vendors, and internal teams to ensure accurate, compliant operations.
  • Serve as a cross-trained backup for benefits and leave operations, ensuring reliable coverage for critical employee needs.

What You Need
  • 3-5+ years of People Operations, HR Operations, benefits, payroll, HRIS, compensation operations, or similarly complex business-operations experience
  • Demonstrated ability to communicate directly with employees about sensitive operational topics with clarity, empathy, and sound judgment.
  • Experience independently owning recurring operational processes and improving their clarity, accuracy, or scalability.
  • Strong data-management capabilities, including auditing, reconciliation, cleanup, and careful handling of sensitive employee information.
  • Experience partnering across functions and communicating clearly with employees, leaders, vendors, and operational stakeholders.
  • Strong spreadsheet skills and confidence learning or administering HRIS and connected systems.
  • Excellent judgment, prioritization, and attention to detail in a high-volume, high-trust environment.
Nice to Haves
  • Experience using workflow automation or AI-assisted tools to improve operational processes.
  • Benefits-administration, benefits-reconciliation, or vendor-management experience.
  • Experience with Workday, Paylocity, Deel, or comparable HRIS, benefits, and global-worker systems.
  • Experience supporting an HRIS implementation or large-scale data migration.

Benefits available to all full-time Ramp employees (Global)
  • 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
  • 401(k), including employer match on contributions made while employed by Ramp
  • Fertility HRA (up to $10,000 per year)
  • Parental leave: up to 16 weeks (birthing + bonding) or 8 weeks (bonding only) at 100% pay
  • Pet insurance
  • In-office perks: lunch, snacks, drinks, and more
  • Relocation support to NYC or SF (as needed)
Canada
  • Group medical, dental, and vision coverage through Sun Life
  • Life, AD&D, and disability coverage
  • Fertility drug coverage (up to $4,000 lifetime)
  • Group Retirement Plan with employer match (RRSP + DPSP)
  • Parental leave: up to 16 weeks (birthing + bonding) or 8 weeks (bonding only) at 100% pay, with additional time available at reduced pay
  • Employee Assistance Program and virtual care through Lumino Health

United Kingdom
  • Private medical insurance through Freedom Elite
  • Virtual GP and at-home care via eMed x Livi
  • Workplace pension through Penfold, with salary sacrifice option
  • Parental leave: up to 16 weeks (birthing + bonding) or 8 weeks (bonding only) at 100% pay with additional time available at reduced pay

Referral Instructions
If you are being referred for the role, please contact that person to apply on your behalf.
Other notices
Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records.
Beware of recruiting scams: Ramp will only contact you through official @Ramp.com email addresses and will never ask for payment or sensitive personal information during the hiring process.
Ramp Applicant Privacy Notice

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