Data Analyst III

Join the HJF Team!

HJF is seeking a Data Analyst III to provide analytic support to epidemiologists, biostatisticians and scientists and ensure data quality and data integrity.

This position will be in support of the Surgical Critical Care Initiative (SC2i). The Surgical Critical Care Initiative (SC2i), funded by the Department of Defense was established in 2013. SC2i is a Uniformed Services University center that leverages legacy information from service members, and critically ill civilian and military patients to develop biomarker-driven clinical decision support tools (CDSTs) with the goal of improving patient clinical outcomes and reducing costs across the injury/disease cycle.

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.

U.S. Citizenship required due to clearance requirements.

• Creates prioritized reports in usable, readable, actionable format, including information source and methodology of data analysis for each report.
• Tracks all recurring reports including end-user change requests and ongoing.
• Tests data to identify data integrity issues, making recommendations and coordinating with the data manager to plan solutions.
• Troubleshoots problems concerning database records and communicate with co-workers and end users of the system. Makes recommendations and coordinates with the data manager to plan solutions.
• Recommends operating methods to improve processing, distribution, data flow, collection and database editing procedures.
• May perform other duties and responsibilities as assigned or directed by the supervisor. This may include attendance of and participation in required training for role.

Education and Experience

• Bachelor's Degree Required; Master’s Degree preferred
• Minimum of 6-8 years experience required

Required Knowledge, Skills and Abilities

• Knowledge and application of data cleansing and migration techniques are mandatory.
• Demonstrated analytical skills and passion for analyzing data.
• Experience with data modeling.
• Must have strong Excel and MS SQL skills.
• General knowledge of R and Python software.
• Ability to investigate data issues and participate in remediation activities.
• Statistical and data analysis skills are a must to assist gathering and solving data quality issues.
• Ability to review detailed documents to validate data in operating systems.
• Experience in writing requirements for algorithms.
• Familiarity with IDC9 and IDC10 coding required.
• U.S. Citizenship required; ability to obtain and maintain a T3 secret clearance.

Work Environment

• Set in a remote office environment

• The annual salary range for this position is $73,800-$100,000. 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.