Corporate Manager of Partnership Development

Corporate Manager of Partnership Development

Job Category: Professional

Requisition Number: MANAG
002279

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• Posted :
  January 21, 2026
• Full-Time

Showing 1 location

Strata Tech Education Group
120 N. 44th Street
Suite 230
Phoenix, AZ 85034, USA

The Corporate Manager of Partnership Development is responsible for developing and maintaining strategic relationships with corporate partners to enhance career opportunities for students and alumni across all Strata Tech campuses. This remote role focuses on system‑building to reduce variability, simplify processes, and strengthen consistency in employer outreach and partnerships. It involves identifying and securing multi‑location employer partnerships, negotiating incentives such as tuition reimbursement programs, and exploring branding opportunities to foster long‑term collaborations.

The manager will collaborate with employers to understand their national and regional hiring needs and support the successful placement of graduates in skilled‑trade industries through partnership, enablement, and standard‑setting with campus Career Services teams—avoiding independent operation or ownership of local relationships. Working closely with the National Director of Career Services, this position aligns strategies with organizational goals, ensuring compliance and measurable outcomes while leveraging indirect influence through campus teams for execution.

The role emphasizes making processes less complex and enhancing experiences for Career Services staff, employers, students, and graduates.

· Lead the development of strategic, multi‑location employer partnerships, targeting 8–10 new national or regional accounts annually that commit to coordinated hiring across multiple campuses; secure initial agreements and hand off execution to campus Career Services teams for localized implementation, tracking outcomes via CRM systems to attribute contributions to placement metrics.

· Negotiate and secure employer programs that include tuition reimbursement, apprenticeships, or similar financial incentives for graduates, aiming for 3–5 such partnerships per year; collaborate with Compliance and Legal teams to structure agreements, focusing on larger corporate partners to mitigate negotiation complexities and ensure regulatory alignment.

· Initiate discussions with employers on branding, sponsorship, and visibility opportunities at campuses (national or local), targeting at least 5 initiatives annually; prioritize those that directly support hiring commitments to avoid diluting focus on core placement outcomes.

· Coordinate with B2B account representatives to provide as‑needed support for Career Services outreach to program completers, serving as a safety net when B2B requires assistance; act as the primary point of contact for B2B on employer outreach in specific markets, facilitating introductions and strategies while ensuring B2B retains ownership of core outreach activities.

· Actively identify, document, and scale employer outreach best practices, particularly with employers who hire more graduates and hire faster; translate high‑performing campus practices into repeatable frameworks, tools, and guidance for system‑wide use, promoting consistency and efficiency.

· Contribute to the long‑term (10‑year) strategic objective of achieving 150% graduate ROI on tuition costs by supporting employer wage benchmarking, outcome trend analysis, and the development of measurement infrastructure, without owning or guaranteeing outcomes.

· Build effective relationships with industry constituents and other partners to identify employment opportunities, emphasizing scalable corporate collaborations in partnership with campus teams.

· Create and develop new strategies to support graduating students, integrating multi‑location hiring and incentive programs, while enabling campus teams through simplified processes and standards.

· Maintain department compliance with government accreditation and other regulatory bodies, ensuring partnership agreements adhere to Title IV and ACCSC standards.

· Maintain system‑level employer engagement health,…