战略合作伙伴关系负责人

Money stress is the biggest productivity killer in the workplace - My Money Matters exists to change that. We're building an app that improves employees' finances automatically every pay day - giving them financial tools that directly improve their financial health with less effort.
Every pay day is an opportunity to build better money habits. We make it easy. Employees can accelerate retirement savings with tax-efficient pension top-ups, build a safety net effortlessly with auto savings, or access their already-earned salary ahead of pay day for emergencies.
For employers, fewer employees with money worries means more focus on work. We're trusted by major organisations including the NHS, and we're growing fast.
Role Overview
As Strategic Partnerships Lead, you will build two-way partnerships that create a new revenue line for My Money Matters and introduce us to new employer customers.
We already reach a large, stable public sector workforce through their employers. Partners in industries such as financial services, insurance, retail and wellbeing will pay to reach them, earning us commission or revenue share when employees take up their offers. The best partnerships work both ways: partners who already work with employers, across HR, payroll, benefits and the wider public sector, also introduce MMM to new customers.
You will own this from a blank page: the strategy, the partner mix, the commercial models and the numbers. Employees should always be better off for every product we put in front of them, so trust and good outcomes matter as much as revenue.
The role is remote, with regular travel for partner meetings and industry events.
Key Responsibilities
Strategy & Revenue Ownership
· Build and own the partnerships strategy and revenue plan, from first partner to a scalable revenue line

• Decide which product categories to launch first, based on employee need, partner economics and speed to revenue

• Own the partnerships P&L, forecast and targets, and report progress to the leadership team

Partner Acquisition
· Build a pipeline of partners, from established brands to fast-growing fintechs, and close deals

• Pitch the value of our audience: a large, stable public sector workforce reached through their employer

• Negotiate commercial terms, exclusivity, service levels and marketing commitments

Customer Introductions
· Build referral and co-selling partnerships with organisations that already work with public sector employers, across industries such as HR, payroll, benefits and professional services

• Agree referral terms, joint propositions and co-marketing that bring qualified employer introductions to Sales

• Track partner-sourced pipeline and revenue with Sales

Commercial Models
· Design and price partner models, including commission, cost-per-acquisition, revenue share, sponsorship and featured placement

• Balance partner revenue with employee value, so our offers are better than what employees could find on their own

• Track partner payments and reconcile revenue accurately

Marketplace Performance
· Grow conversion and revenue per employee by testing offers, placement and timing with Product and Marketing

• Use data on employee needs and behaviour to match the right products to the right people

• Manage partner performance, renewing what works and exiting what doesn't

Compliance & Trust
· Work with Compliance to make sure every partnership meets FCA rules, including Consumer Duty

• Run partner due diligence and keep clear records of how each product benefits employees

• Protect our reputation with employers: every offer must be one they would be proud to put in front of their staff

Cross-Functional Collaboration
· Product and Engineering: shape the marketplace experience, partner integrations and tracking

• Marketing: plan partner campaigns and co-marketing

• Sales and Account Management: hand over partner introductions, and use the partner offer to strengthen employer deals and renewals

• Finance: agree revenue recognition, forecasting and reporting

How Success Is Measured
Revenue comes first, earned in a way that keeps employee and employer trust.
Measure
What it shows
Partnership revenue vs target
The new revenue line, growing year on year
Live partners and categories
Breadth of the marketplace
Revenue per employee
How well we turn reach into revenue
Offer conversion rate
Share of employees who take up a partner product
Employee outcomes and complaints
Whether products deliver good value, in line with Consumer Duty
Partner-sourced pipeline
New employer opportunities introduced by partners
Skills & Competencies
Core Skills
· Proven track record building and growing a partnerships or affiliate revenue line, ideally from launch

• Entrepreneurial in building new revenue lines from scratch, with the judgement to know what to test first

• Strong dealmaker who sources, negotiates and closes partnerships with senior commercial teams

• Commercially sharp, designs pricing and partner models, and understands unit economics and lifetime value

• Data-driven using conversion and revenue data to decide where to focus

• Understands regulated financial products and how to market them responsibly – with experience working within regulated environments, including Consumer Duty

• Builds trusted relationships with partners, employers and internal teams

• Experience owning a revenue target and P&L with a high degree of autonomy

• Experience in a marketplace, employee benefits, fintech or financial comparison business

• An existing network across financial services, HR, payroll or employee benefits is a strong advantage

What the Role Is Not
· A relationship-only or alliance role: you own a revenue number

• A procurement role buying in services for MMM

• An affiliate role chasing volume at any cost: every product must leave employees better off

This role suits a builder who wants to create a new revenue line and a new route to customers from day one, and who sees employee trust as the asset that makes it work.
Our Recruitment Process
Stage 1 | People & Culture Call – An initial conversation about your experience, motivations and what you’re looking for in your next role.
Stage 2 | Hiring Manager Interview – A 60-minute interview with the Hiring Manager to explore your experience in more detail, your approach to the role and give you the opportunity to learn more about the team and what we’re building.
Stage 3 | Practical Exercise – A practical exercise designed to give you the opportunity to demonstrate how you would approach some of the key areas of the role. You’ll be provided with a briefing and any relevant context in advance so you have time to prepare.
Stage 4 | Final Conversation – A final-stage conversation with a member of our Senior Leadership Team and/or our CEO, giving you the opportunity to learn more about the wider business, our direction and leadership team.
Benefits
🇬🇧 Remote working within the UK
Work remotely from anywhere in the UK, giving you flexibility to work where you perform at your best.
🖥️ Home office budget
Receive a £200 annual budget to help you set up and improve your home working space.
🌴 Annual leave
25 days’ annual leave, increasing with tenure, plus the option to purchase up to 5 additional days each year.
🎂 Birthday off
Take your birthday off, because everyone deserves time to celebrate properly.
🤝 Collaborative team bonus
For non-commission roles, you’ll be part of our collaborative team bonus scheme, recognising shared success across the business.
💰 Pension scheme
Access to our pension scheme.
✨ Perkbox salary sacrifice schemes
Access salary sacrifice schemes through Perkbox, including car leasing, gym memberships and tech purchases.
🩺 Medical cashback scheme
Helping with everyday healthcare costs.
👶 Enhanced parental leave
Support during important life moments.
🎉 Team connection
Regular opportunities to connect as a team, including our annual Summer Conference.
Originally posted on Himalayas