Join the HJF Team!

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.

HJF is seeking a Data Analyst I or II to provide analytic support to epidemiologists, biostatisticians and scientists and ensure data quality and data integrity to support research efforts across various Programs and Centers in Bethesda, Maryland.

• Imports, cleans, transforms, validates and/or models data. Makes conclusions from the data for decision making and public health purposes.
• Consults with programmers and end-users concerning the outline of data requirements.
• Assists in making data accessible to epidemiologists, scientists, physicians, programmers and other end users.
• Tests data to identify data integrity issues. Responsible for the validity of data contained in a database file.
• Troubleshoots problems concerning database records and communicate with co-workers and end users of the system
• Performs data archive procedures within established guidelines
• Participates in data-related projects, including but not limited to data normalization, data maintenance, data research, data standardization, data product development, and data quality assurance.
• 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.

• All of responsibilities as Data Analyst I in addition to:
  • 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.

Required Knowledge, Skills and Abilities

• Knowledge and application of data cleansing and migration techniques.
• Demonstrated analytical skills and passion for analyzing data.
• Experience with data modelling.
• Must have strong Excel and MS SQL skills.
• General knowledge of SAS, SPSS, and/or STATA 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.
• Excel MACROS experience is a plus.
• Familiarity with IDC9 and IDClO coding.

• Assigned Lead: Level II may recommend the following: employee hiring, disciplinary action, and starting salaries; provide input on employee performance evaluations.

Work Environment

• Set in an Office or Clinic environment

Education and Experience

• Level I: Bachelor’s Degree
  • Minimum of 0-2 years experience required
• Level II: Bachelor's Degree Required; Master’s Degree 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)