Remote Manager, Partner Development (Health Plan and Employer)

Our mission at Oura is to empower every person to own their inner potential. Our award-winning products help our global community gain a deeper knowledge of their readiness, activity, and sleep quality by using their Oura Ring and its connected app. We’ve helped millions of people understand and improve their health by providing daily insights and practical steps to inspire healthy lifestyles.

Empowering the world starts with living our values and empowering our team. As a quickly growing company focused on helping people live healthier and happier lives, we ensure that our team members have what they need to do their best work — both in and out of the office.

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.

What You Will Do:

• 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.

What you’ll bring

• 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.

Benefits

At Ōura, we care about you and your well-being. Everyone here at Ōura has a ring of their own and we are continually looking to improve employee health.

What we offer:

• Competitive salary and equity packages
• Health, dental, vision insurance, and mental health resources
• An Ōura Ring of your own plus employee discounts for friends & family
• 20 days of paid time off plus 13 paid holidays plus 8 days of flexible wellness time off
• Paid sick leave and parental leave

Ōura takes a market-based approach to pay, which may vary depending on your location. US locations are categorized into tiers based on a cost of labor index for that geographic area. While most offers will be closer to the starting range, successful candidates’ pay will be determined based on job-related skills, experience, qualifications, work location, internal peer equity, and market conditions. These ranges may be modified in the future.

Region 1 $119,000- $140,000
Region 2 $106,250- $125,000
Region 3 $99,450- $117,000

A recruiter can determine your Region based on your US location.

We are not considering candidates residing in the following states: Alaska (AK), Delaware (DE), Iowa (IA), Mississippi (MS), Nebraska (NE), South Dakota (SD), West Virginia (WV), and Wisconsin (WI).

Oura is proud to be an equal opportunity workplace. We celebrate diversity and are committed to creating an inclusive environment for all employees. Individuals seeking employment at Oura are considered without regard to age, ancestry, color, gender (including pregnancy, childbirth, or related medical conditions), gender identity or expression, genetic information, marital status, medical condition, mental or physical disability, national origin, protected family care or medical leave status, race, religion (including beliefs and practices or the absence thereof), sexual orientation, military or veteran status, or any other characteristic protected by federal, state, or local laws. We will not tolerate discrimination or harassment based on any of these characteristics.

We will work to ensure individuals with disabilities are provided reasonable accommodation to participate in the interview process, to perform essential job functions, and to receive other benefits and privileges of employment.

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