Manager, Partner Development (Health Plan and Employer)

We are looking for a Manager, Partner Development (healthcare) to grow employer and health plan adoption of Oura's healthcare partnership programs and to manage and strengthen Oura's relationships with the partners already live. This is a high-impact, front-line role: the person in this seat will be directly responsible for winning new employer accounts and for making sure existing healthcare partnerships are thriving, engaged, and expanding. There is an existing process for both selling and managing these accounts, and a real opportunity to sharpen it — spotting what's working, fixing what isn't, and partnering cross-functionally to make the whole motion more efficient. This role calls for a fixer's eye: someone who can diagnose where the current process is leaking revenue or slowing growth, and roll up their sleeves to close those gaps rather than waiting for a perfect playbook to be handed down.You'll operate in two closely connected modes: bringing on new employer accounts, and owning the ongoing success and growth of Oura's broader healthcare partnerships. You'll build real relationships with decision-makers, run a defined but evolving sales process from first conversation to signed deal, and then carry that relationship forward — balancing near-term revenue with long term growth opportunities.

• →Win new employer business
• →Run a consultative, end-to-end sales process with employer benefits leaders and HR decision-makers, from first conversation to signed agreement. Including building and running a pipeline of net-new employer prospects (new business sales) while nurturing and farming existing prospects
• →Build and manage your own pipeline of employer prospects within health plan programs, with a clear sense of how to prioritize your time and effort across it.
• →Lead calls and meetings independently with external partners and employer stakeholders, representing Oura with confidence and credibility.
• →Negotiate commercial terms and see deals through to close.
• →Design and run nurture approaches for stalled or lost opportunities, keeping the door open for future conversations.
• →Bring a fixer's eye to the existing sales and account-management process — spotting where deals stall, where handoffs break down, where ordering and fulfillment pathways can be streamlined, and proposing and driving fixes that translate into more signed and activated employers.
• →Manage, grow, and harvest value from healthcare partnerships
• →Serve as a key point of contact for existing healthcare partnerships, building trusted relationships with partner stakeholders.
• →Monitor performance and engagement across your accounts, and proactively step in when needed.
• →Identify and pursue upsell and expansion opportunities within existing accounts, turning satisfied partners into larger, longer-term relationships.
• →Gather feedback from partners and employers and turn it into sharp, actionable recommendations that improve outcomes.
• →Cultivate relationships strong enough to generate references, renewals, and expansion opportunities.
• →Strengthen how the work gets done
• →Find ways to sharpen Oura’s existing sales and account management process - actively looking for ways to make it more efficient and effective.
• →Identify friction points or inefficiencies in the sales-to-activation-to-growth journey and partner cross-functionally to resolve them.
• →Bring a proactive, solutions-oriented mindset to challenges, and move quickly to resolve them.
• →Partner closely with internal teams — marketing, product, operations, and others — to secure what you need to sell, support, and grow your accounts effectively.
• →Represent Oura's healthcare partnership programs with professionalism and polish in every external interaction.
• →What Success Looks Like In The First 12 Months
• →A growing roster of signed employer accounts
• →Strong, measurable engagement and results across the healthcare partnerships and employer accounts you manage.
• →Identifiable upsell, expansion, or reactivation revenue generated from existing accounts and stalled opportunities.
• →Concrete improvements to the sales or account management process that make the team more efficient.

This is a remote US role with a slight preference for candidates based in San Francisco, Chicago, New York, or Boston.

• 5+ years of experience in a mix of new-business/net-new sales and post-sale account growth or client success, ideally within digital health, employee benefits, health plans, HR technology, or another enterprise B2B environment with long, multi-stakeholder sales cycles.
• A "fixer" mentality — comfortable operating inside an established process, but always looking for the gap, the workaround, or the inefficiency, and willing to roll up your sleeves and take initiative to fix it rather than waiting to be told.
• Confidence leading external-facing meetings solo, including with senior stakeholders, and the executive presence to build trust quickly on a first call.
• A track record of improving or scaling an existing sales or account-management motion — not just executing a stable process as-is, but making it measurably better and more revenue-generating over time.
• Strong written and verbal communication skills, with the ability to translate a broader partnership narrative into a compelling, buyer-specific pitch.
• High personal motivation and follow-through — someone who chases down next steps, keeps deals moving, and doesn't need heavy oversight to stay productive.
• Comfort working cross-functionally with marketing, legal, and operations partners to get materials and logistics right without owning those functions directly.
• Comfort with the pace of a fast-growing company where priorities can shift quickly.