• Accrual Management & Model Optimization: Oversee accrual accounting processes, including cross-functional estimate gathering, review of assumptions, and continuous improvement of accrual models and procedures to enhance forecast accuracy and close efficiency.
• Lease Accounting (ASC 842) Review: Act as the primary accounting reviewer for the corporate lease portfolio under ASC 842, verifying initial lease classification, discount rates, schedule additions/modifications, and monthly right-of-use (ROU) asset and liability entries.
• Capital Structure Review: Review material and non-routine journal entries and balance sheet schedules relating to corporate debt instruments, interest accruals, and equity/stock-based compensation administration.
• SOX-Compliant Review Frameworks: Perform first-pass and secondary reviews of higher-risk, material, or manual journal entries, enforcing rigid supporting-documentation requirements and segregation of duties in line with public-company SOX control standards.

3. Balance Sheet Integrity, Fixed Asset Oversight, & Financial Narratives

• Balance Sheet Integrity: Oversee the preparation and rigorous review of critical balance sheet reconciliations, ensuring audit-ready workpapers, robust supporting documentation, and timely resolution of aged items.
• Fixed Asset Oversight: Oversee the review and approval of fixed asset rollforwards, CAPEX schedules, and depreciation workpapers prepared by dedicated asset accounting roles, validating accurate capitalization thresholds and asset tagging.
• Fluctuation Analysis: Lead month-over-month and quarter-over-quarter P&L and Balance Sheet variance analyses for corporate OPEX and general accounting scopes, evaluating underlying business drivers.
• Reporting Partnership: Partner with the Assistant Controller to translate financial trends, operational estimates, and analytical findings into executive-ready close narratives.
• Tool Optimization: Collaborate actively with close-management platform administrators (e.g., FloQast) to optimize close tasks, reduce workflow bottlenecks, and strengthen review visibility and auditability.

4. Policy Operationalization, Transformation Partnership, & Controls

• Transformation Partnership: Partner closely with Finance Transformation peers and system administrators to operationalize new tools, process enhancements, and automated future-state accounting workflows.
• Process Alignment & Playbooks: Support the implementation of corporate accounting policies, designing operational playbooks and standard operating procedures (SOPs) that translate US GAAP and internal control mandates into daily execution.
• Technical Support: Partner with Technical Accounting and the Assistant Controller to embed technical updates and accounting standard changes into operational systems and workflows.
• Cross-Functional Collaboration: Collaborate cross-functionally with Accounting Operations (AP, Payroll) and FP&A to elevate upstream data integrity, cutoff discipline, and documentation standards.

5. Audit Management, Risk, & Internal Controls (SOX Readiness)

• Audit Interface & Request Management: Serve as a primary operational interface for external auditors, managing PBC request fulfillment, technical walkthroughs, and supporting documentation across corporate accounting domains.
• SOX Framework Execution: Design, execute, and document key management controls (ITGCs, transactional controls, and automated application controls) in alignment with ŌURA’s evolving SOX control matrix.
• Control Testing & Deficiency Remediation: Proactively identify internal control deficiencies, process vulnerabilities, or segregation of duties gaps, partnering with internal audit and controllership leadership to design and execute immediate remediation plans.

6. Team Leadership & Talent Development

• People Management: Directly manage, mentor, and upskill a high-performing team of corporate accountants, fostering a culture grounded in technical rigor, accountability, internal control discipline, and analytical review.
• Performance Excellence: Set clear performance metrics, establish professional development plans, and drive continuous team growth aligned with public-company expectations.
• Bench Strength: Build a robust internal leadership bench to sustainably support company expansion and organizational evolution.

Qualifications & Experience

• Experience: 8–10+ years of progressive corporate accounting experience, with at least 3+ years in a people management capacity within a fast-paced environment.
• Technical & Governance Expertise: Strong foundational grasp of US GAAP, operational accrual methodologies, OPEX reporting, lease accounting (ASC 842), corporate balance sheet management, and internal control frameworks (COSO / SOX).
• Environment: Proven track record of operating within high-growth technology, consumer products, hardware, or inventory-intensive manufacturing companies.
• Systems & Close Tools Mastery: Advanced hands-on experience utilizing Tier-1 ERP systems (NetSuite, Oracle, or similar) alongside close management platforms (e.g., FloQast) and audit request management software.
• Public Readiness & SOX Experience: Direct experience designing, testing, or executing SOX control frameworks and external audit processes in a public-company or late-stage pre-IPO environment.
• Education/Certification: Bachelor’s degree in Accounting or Finance; active CPA designation required.

Benefits

At Oura,, we care about you and your well-being. Everyone here at Oura 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 Oura 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 $170,000 – $200,000
• Region 2 $154,700 – $182,000
• Region 3 $139,400 – $164,000

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).

Originally posted on Himalayas