People Lead Visa Sponsorship Jobs in New York
People lead visa sponsorship jobs in New York put you at the center of some of the country's largest technology, finance, and media employers. Companies like Google, Amazon, and Spotify have New York offices actively building people operations teams. Roles concentrate in Manhattan and Brooklyn, where HR business partnering and talent development functions are expanding across tech and professional services.
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Get Access To All JobsAbout 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
People Programs at Ramp builds the programs that shape how employees experience the company day to day; from someone's first week to the moments that define Ramp's culture company-wide. As Ramp scales, we need someone dedicated to building that function and taking our foundations to the next level.
In this role, you'll own programs like onboarding, manager enablement, engagement surveys, and the company-wide culture and recognition programs that shape how Ramp works, to name a few. You'll work closely with People Business Partners, People Operations, and Comms to make these programs land and thrive.
This work is high impact and high visibility. This is a hands-on, build-from-scratch role for someone with strong judgment who owns things fully.
- Build your own roadmap by pulling signal from engagement survey results, PBP and manager input, and People Ops, then make the call on what to build, improve, delegate, or stop.
- Own onboarding effectiveness — from pre-start through the first week — so every new hire's first experience of Ramp reflects how we work and our culture, partnering with People Ops and IT on day-to-day logistics.
- Own the performance review cycle's program design — timeline, tools, and the manager/employee experience — partnering with PBPs on calibration and outcomes.
- Build and own manager enablement as a standalone program: design the content, frameworks, and moments that help managers lead well, in partnership with PBPs on delivery.
- Conceive, build, and run company-wide culture-building programs, fully owning logistics and content end-to-end.
- Own recognition programming: how we surface and celebrate what's worth celebrating across the company and the rituals/milestones that make Ramp's culture tangible day to day.
- Own the biannual engagement survey: design, run, and work with People Business Partners to translate results into action.
- Be the trusted voice on what we should build in-house versus buy (tools, vendors, platforms) for people programs, grounded in judgment about what's worth the investment, not a default toward either.
What You Need
- 5+ years owning people/culture programs end-to-end at a high-growth company - from ideation through hands-on execution.
- A builder's track record: you've created programming that didn't exist before, not adapted someone else's playbook.
- Strong facilitation and executive presence. You’re comfortable being the face of a program in front of the whole company, not just behind the scenes.
- Comfortable with data: you can read engagement survey results and program metrics and turn them into a point of view, not just a report.
- Proven ability to partner across functions (PBPs, Comms, Enablement, leadership).
- First-principles thinker who can turn ambiguity into a scalable framework: you don't need a rule book, but you can build one when it's missing.
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.
Ramp Applicant Privacy Notice
Compensation Range: $155K - $236K
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
People Programs at Ramp builds the programs that shape how employees experience the company day to day; from someone's first week to the moments that define Ramp's culture company-wide. As Ramp scales, we need someone dedicated to building that function and taking our foundations to the next level.
In this role, you'll own programs like onboarding, manager enablement, engagement surveys, and the company-wide culture and recognition programs that shape how Ramp works, to name a few. You'll work closely with People Business Partners, People Operations, and Comms to make these programs land and thrive.
This work is high impact and high visibility. This is a hands-on, build-from-scratch role for someone with strong judgment who owns things fully.
- Build your own roadmap by pulling signal from engagement survey results, PBP and manager input, and People Ops, then make the call on what to build, improve, delegate, or stop.
- Own onboarding effectiveness — from pre-start through the first week — so every new hire's first experience of Ramp reflects how we work and our culture, partnering with People Ops and IT on day-to-day logistics.
- Own the performance review cycle's program design — timeline, tools, and the manager/employee experience — partnering with PBPs on calibration and outcomes.
- Build and own manager enablement as a standalone program: design the content, frameworks, and moments that help managers lead well, in partnership with PBPs on delivery.
- Conceive, build, and run company-wide culture-building programs, fully owning logistics and content end-to-end.
- Own recognition programming: how we surface and celebrate what's worth celebrating across the company and the rituals/milestones that make Ramp's culture tangible day to day.
- Own the biannual engagement survey: design, run, and work with People Business Partners to translate results into action.
- Be the trusted voice on what we should build in-house versus buy (tools, vendors, platforms) for people programs, grounded in judgment about what's worth the investment, not a default toward either.
What You Need
- 5+ years owning people/culture programs end-to-end at a high-growth company - from ideation through hands-on execution.
- A builder's track record: you've created programming that didn't exist before, not adapted someone else's playbook.
- Strong facilitation and executive presence. You’re comfortable being the face of a program in front of the whole company, not just behind the scenes.
- Comfortable with data: you can read engagement survey results and program metrics and turn them into a point of view, not just a report.
- Proven ability to partner across functions (PBPs, Comms, Enablement, leadership).
- First-principles thinker who can turn ambiguity into a scalable framework: you don't need a rule book, but you can build one when it's missing.
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.
Ramp Applicant Privacy Notice
Compensation Range: $155K - $236K
People Lead Job Roles in New York
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Search People Lead Jobs in New YorkPeople Lead Jobs in New York: Frequently Asked Questions
Which companies sponsor visas for people leads in New York?
Large technology firms with New York offices, including Google, Amazon, Meta, and Salesforce, have established HR and people operations functions that have sponsored work visas for people leads. Financial services companies such as JPMorgan Chase and Goldman Sachs also sponsor for senior HR roles. Media and advertising companies headquartered in Manhattan, including Spotify and Condé Nast, are additional active sponsors in this category.
Which visa types realistically fit people lead roles in New York?
People lead roles typically require a bachelor's degree in human resources, organizational psychology, or a related field, which supports H-1B visa eligibility as a specialty occupation. Australian nationals may qualify for the E-3 visa under the same specialty occupation standard. Chilean and Singaporean nationals can explore the H-1B1 visa. F-1 students may work under OPT while pursuing sponsorship. Most people leads pursue a green card through the EB-2 or EB-3 employment-based categories with employer support.
How to find people lead visa sponsorship jobs in New York?
Migrate Mate lists New York employers with verified visa sponsorship history for people lead and HR leadership roles, so you can focus on companies already familiar with the process. Search by role and location to surface active openings at technology, finance, and media firms across Manhattan, Brooklyn, and Long Island City. This saves time compared to approaching employers without any signal that they sponsor this type of position.
Which cities in New York have the most people lead sponsorship jobs?
Manhattan accounts for the overwhelming majority of people lead sponsorship activity in New York, driven by the concentration of technology company offices, financial institutions, and media headquarters. Brooklyn's growing tech and startup sector, particularly around DUMBO and Industry City, has added demand for people operations professionals. Long Island City has seen growth as companies including Amazon have expanded office presence there, creating additional HR leadership openings.
Are there any New York-specific factors that affect visa sponsorship for people leads?
New York's density of large employers means people lead roles here often sit within established HR departments that have sponsored visas before, which smooths the internal approval process. The city's size also supports specialized people lead functions such as DEI program management and HR business partnering for engineering teams, which are more common in New York than in smaller markets. University HR programs at Cornell ILR and NYU feed a competitive local talent pipeline, so international candidates benefit from highlighting experience that complements rather than duplicates what is already available locally.
What is the prevailing wage for sponsored people lead jobs in New York?
U.S. employers sponsoring a visa must pay at least the prevailing wage, which is what workers in the same role, area, and experience level typically earn. The Department of Labor sets this rate to make sure companies aren't hiring foreign workers simply because they'd accept lower pay than a U.S. worker. It varies by job title, location, and experience. You can look up current prevailing wage rates for any occupation and location using the OFLC Wage Search page.