Join the HJF Team!

HJF is seeking a Data Analyst II to provide analytic support to a team of pediatricians, epidemiologists, biostatisticians, and research studies. The Data Analyst II will be responsible for data extraction, management, cleaning, and analysis associated with pediatric research projects drawing upon military healthcare data and will support other Pediatric projects as needed. The successful candidate will collaborate with principal investigators, epidemiologists, and other data analysts and managers to establish data requirements. They will structure, manipulate, and clean and analyze data to meet research needs in SAS. Data quality control, data updates and merges, statistics, data queries, streamlining/ developing efficiencies for data processes, regulatory oversight, and scientific graphics are all key tasks. This position reports to Principal Investigators and receives daily supervision from team Epidemiologists. This is the second of three levels in the Data Analyst hierarchy. 

This hybrid position supports the work of the Divisions of Military Child and Family Research and Health Systems Research and Clinical Epidemiology in the Department of Pediatrics at the Uniformed Services University of the Health Sciences in Bethesda, MD.

Note: This position requires U.S. Citizenship.

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.

• Writes SAS programs for data extraction, cleaning, structuring, validation, and analysis, as well as preparing data for presentation and publication to support the work of Principal Investigators.
• Recommends operating methods to improve processing, distribution, data flow, collection, and database editing procedures.
• Ensures data quality through:
  1. Making recommendations concerning the outline of data requirements and data structuring based on research goals in consultation with project leaders and end users.
  2. esting data to identify integrity, validity, and quality issues.
  3. Troubleshooting problems concerning database records.
  4. Communicating and discussing solutions-oriented recommendations to co-workers and end users.
• Provides knowledge management through:
  1. Assisting investigators in preparation of results for presentation.
  2. Documenting methods and outcomes for use by the research team.
  3. Contributing to writing of research reports and scientific publications as requested, with particular focus on methods and results.
  4. Supporting drafting of elements of research grants, protocols, and data sharing agreement documentation.
• Maintains subject matter expertise through a current working knowledge of all military health system data systems and resources to advise Investigators on appropriate data for their research goals.
• Develops knowledge and skills in research design and data analysis to best answer questions of interest that advance the work of the group. Assists in making data from MHS databases and other data sources accessible to researchers and other users to answer research questions of importance.
• Ensures compliance with regulatory and ethical requirements for data security during human subjects’ data acquisition, transfer, storage, analysis, and archiving.
• Provides assistance and training to new research team employees or research personnel when new protocols begin, or as new data extraction or analysis work is needed.
• May perform other duties and responsibilities as assigned or directed by the supervisor. This may include attendance of and participation in required training for the role.

Physical Capabilities 

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

Required Knowledge, Skills, and Abilities

• Must have strong SAS skills.
• Demonstrated statistical and analytical experience, skills, and passion for analyzing data including logistic, linear, and Poisson regression modeling. Other modeling experience such as hazards regression, GEE, etc. would be a plus.
• Knowledge and application of data cleansing and migration techniques.
• Ability to investigate data issues and participate in remediation activities.
• Ability to review detailed documents to validate data in operating systems.
• Experience and willingness to write up methods and results and perform data visualization.
• The following are not required but are highly valued:
  1. Knowledge of R, Python and/or ArcGIS software.
  2. Familiarity with ICD-9 and ICD-10 coding.
  3. Familiarity with or some experience with qualitative analysis methods.
• US Citizenship and the ability to obtain and maintain a T3/Secret Clearance.

Work Environment

• Set in an office environment.

Education and Experience

• Bachelor's Degree required, master’s degree in relevant subject area preferred.
• Minimum of 3-5 years’ experience required.

Some positions or sites may require that the incumbent be fully vaccinated against COVID-19. Proof of vaccination may be required.

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.