Program Lead, Global Mobility & Immigration

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

Ramp needs a senior immigration and mobility expert to build the policies, operating model, and trusted guidance that support global growth. This person will be Ramp's internal subject-matter expert and work closely alongside external counsel to translate current immigration law, policy, and business needs into clear, consistent decisions.

They will set program direction, hold vendors accountable, guide difficult cases, and give employees and cross-functional partners the rationale behind high-stakes decisions.

What You'll Do

Immigration program and policy leadership

Own and continuously refine Ramp's immigration, sponsorship, business-travel, and relocation policies, including eligibility, cost coverage, exceptions, and service standards.

Stay current on relevant immigration laws, policy changes, and market practices; assess their impact on Ramp and recommend program updates.

Develop practical decision frameworks for common pathways and scenarios— including travel timing, filing approach.

Explain the rationale behind policies and visa-pathway recommendations in plain language, building trust with employees, managers, Recruiting, and other partners.

Partner closely with external counsel on complex, precedent-setting, or white-glove cases; know when to seek legal advice and ensure Ramp makes timely operational decisions.

Vendor and cross-functional leadership

Own the strategy and operating cadence with immigration counsel and relocation vendors, including selection, SLAs, escalation paths, QBRs, and performance improvement.

Serve as Ramp's practical voice of reason for cross-functional stakeholders (HR, legal, recruiters, etc.), balancing employee experience, business urgency, consistency, cost, and compliance risk.

Partner with Legal, Finance, Payroll, Tax, Recruiting, Compensation, People Partners, IT, and Workplace on sponsorship decisions, relocations, and new-country employment.

Build repeatable playbooks for country entry, relocations, and high-impact hiring so stakeholders know the decision maker, dependencies, timeline, and escalation route.

Program scale and team leadership

Set the function's roadmap, risk reporting, core metrics, and communication standards.

Personally lead the most sensitive or complex cases and coach the Associate on judgment, prioritization, employee communication, and escalation.

Turn recurring case patterns into better policy, vendor accountability, self-service guidance, and automation priorities.

What You Need

8+ years in corporate immigration, global mobility, international People Operations, or a closely related field; deep U.S. immigration expertise strongly preferred.

Current working knowledge of immigration pathways, filing considerations, and policy changes, with sound judgment about when counsel must advise.

Experience owning program policy, managing outside counsel/vendors, and influencing decisions with senior cross-functional stakeholders.

A record of building scalable programs in a high-growth or global environment.

Exceptional, empathetic communication and the ability to explain complex requirements clearly without giving legal advice.

Nice-to-Haves

UK, Canada, EU, APAC, or LatAm mobility/immigration experience.

New-country employment or global expansion experience.

Experience managing or mentoring an operations teammate.

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 expense coverage to NYC or SF (if 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.

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