Admissions and Recruitment Analyst- SOM

Join the HJF Team!

HJF is seeking a Admissions and Recruitment Analyst to support the School of Medicine (SOM) Department with recruiting and admissions efforts. The incumbent will analyze recruiting, admission, and retention patterns and assist with recruitment and training initiatives.

This position will support the SOM department under Admissions (ADM) at USUHS in Bethesda, MD.

The Henry M. Jackson Foundation for the Advancement of Military Medicine (HJF) is a nonprofit organization dedicated to advancing military medicine. We serve military, medical, academic and government clients by administering, managing and supporting preeminent scientific programs that benefit members of the armed forces and civilians alike. Since its founding in 1983, HJF has served as a vital link between the military medical community and its federal and private partners. HJF's support and administrative capabilities allow military medical researchers and clinicians to maintain their scientific focus and accomplish their research goals.

• Plan long and short-range strategic recruitment plans.
• Evaluate trends in recruiting, admission and retention, and initiate programs based on recruitment strategies.
• Develop qualitative and quantitative methods to evaluate the effectiveness of recruiting methods using analytic programs and tools.
• Plan and track utilization of resources in recruitment/retention activities.
• Develop recruitment products and other informational material about the School of Medicine and its programs for dissemination via electronic, social, and print media.
• Work collaboratively with the Office of External Affairs, Chief Diversity Officer, and other stakeholders to disseminate information.
• Recruit, train, and employ alumni, faculty, and student ambassadors.
• Analyze admissions reports for demographic and geographic trends.
• Evaluate admissions withdrawal data and applicant surveys to inform future recruitment strategies.
• Contribute to admissions research, publications, and presentations.
• Predictive modeling of prematriculation data to assist with screening admissions applications and admissions process improvement based on medical student outcomes of interest.
• Cross-training in functions of admissions counselors to include use of Webadmit and preparing exportable reports.
• May perform other duties and responsibilities as assigned or directed by the supervisor.

Education and Experience

• Associate’s Degree required, Bachelor’s Degree preferred.
• 3-5 years experience required

Required Knowledge, Skills and Abilities:

• Strong organizational and tracking skills, strong written and verbal communication, strong attention to detail, ability to collaborate in a team environment, initiative and self motivated.
• Basic Word and strong Excel proficiency.
• Ability to obtain and maintain a T1/Public Trust background check.

Physical Capabilities:

• Ability to stand or sit at a computer for prolonged periods.

Work Environment

• This position will take place primarily in an office setting.
• Occassional travel may be required, up to 10%.

• The annual salary range for this position is $57,650-$93,100. Actual salary will be determined based on experience, education, etc.

• HJF offers a comprehensive suite of benefits focused on your health and well-being, from medical, dental, and vision coverage to health savings and retirement plans, and more.

Employment with HJF is contingent upon successful completion of a background check, which may include, but is not limited to, contacting your professional references, verification of previous employment, education and credentials, a criminal background check, and a department of motor vehicle (DMV) check if applicable. Any qualifications to be considered as equivalents, in lieu of stated minimums, require the prior approval of the Chief Human Resources Officer.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)

Any qualifications to be considered as equivalents, in lieu of stated minimums, require the prior approval of the Chief Human Resources Officer.