VP, Market Management (Central Market) Market P&L | Illinois, United States

Hi, we’re Oscar. We’re hiring a VP, Market Management to join our Market Management team.

Oscar is the first health insurance company built around a full‑stack technology platform and a relentless focus on serving our members. We started Oscar in 2012 to create the kind of health insurance company we would want for ourselves—one that behaves like a doctor in the family.

About the Role
The VP, Market Management is responsible for delivering sustainable profitable growth across their markets and serves as the P&L leader for their markets. This role leads both direct and matrixed teams to develop market‑level strategies in support of Oscar’s enterprise goals, specifically, optimizing the top‑line and bottom‑line economics of the market. The VP Market Management works in coordination with other internal stakeholders to manage key relationships in the market including Network, Distribution, and Regulatory, serving as a face of Oscar in their market.

You will report into the SVP, Market Management.

Work Location
This is a remote position based in the field, open to candidates who reside in Illinois. Your daily work will involve a blend of work from your home office and frequent local travel for client meetings. Occasional travel may be required for team meetings and company events. #LI-Remote

Pay Transparency
The base pay for this role is: $240,120 – $315,157 per year. You are also eligible for employee benefits, participation in Oscar’s unlimited vacation program, company equity grants and annual performance bonuses.

Responsibilities

Serve as the primary point of accountability for establishing and attaining market‑level performance metrics, including growth, financial, and quality metrics

Partner with internal strategy teams to identify and surface unmet market‑level consumer needs and assist in the planning and rollout of new products

Shape, maintain and oversee the long‑term business and expansion strategy and related operating plans for your market(s)

Working with finance, data, and actuarial partners, develop a working command over market‑level utilization and cost dynamics to quickly identify any deviations from expectations, and potential mitigants

Serve as a senior ambassador across the company and externally within the community for Oscar’s commercial interests including interaction with state regulators

Partner with Clinical leadership to ensure value‑balanced decision making and to establish the culture and initiatives required to achieve market‑level quality performance targets

Partner with the Growth team on the development and attainment of membership, retention, and revenue targets and initiatives to accomplish them

Partner with Network leadership on setting provider contracting and operations priorities required for local market success

Contribute as a member of the Market Oscar Insurance Leadership team and as a senior leader within Oscar to bring the perspective of local to our strategy development and decision making

Develop and maintain relationships with strategic hospital and provider systems and oversee transactions within your market

Ensure a high standard of excellence and compliance, including network adequacy, for the operations within your market

Attract and retain top talent

Compliance with all applicable laws and regulations

Other duties as assigned

Requirements

15+ years of experience

10+ healthcare industry experience including P&L responsibility

10+ years of leadership experience, leading and developing high‑performing teams

10+ years provider‑facing experience

An MBA or other professional degree from a top‑tier program with a clear track record of excellence

Experience with growth‑stage enterprises and scaling departments and processes

Equal Opportunity
At Oscar, being an Equal Opportunity Employer means more than upholding discrimination‑free hiring practices. It means that we cultivate an environment where people can be their most authentic selves and find both belonging and support. We’re on a mission to change health care—an experience made whole by our unique backgrounds and perspectives.

As set forth in Oscar Health’s Equal Employment Opportunity policy, we do not discriminate on the basis of any protected group status under any applicable law.

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service‑connected disability.

A "recently separated veteran" means any veteran during the three‑year period beginning on the date of such veterans discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.

Reasons for a Disability Identification (Optional)
We are a federal contractor or subcontractor. The law requires us to provide equal employment opportunity to qualified people with disabilities. We have a goal of having at least 7% of our workers as people with disabilities. The law says we must measure our progress towards this goal. To do this, we must ask applicants and employees if they have a disability or have ever had one. People can become disabled, so we need to ask this question at least every five years.

Completing this form is voluntary, and we hope that you will choose to do so. Your answer is confidential. No one who makes hiring decisions will see it. Your decision to complete the form and your answer will not harm you in any way. If you want to learn more about the law or this form, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at

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