Recruitment/Posting Title | Data Analyst - HSR/HEOR |
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Posting Number | 23TM0520 |
Department | Inst-Hth,Hth Care Pol&Agng Res |
Overview | Rutgers, The State University of New Jersey, is distinguished in its many efforts to advance health and wellness, and its broad reach, diversity, and expertise provides opportunities to address a wide array of health challenges. The Institute for Health, Health Care Policy and Aging Research (IFH) facilitates collaboration among the social and behavioral sciences, clinical disciplines, basic sciences and related fields to promote research on critical population health issues. Tobias Gerhard serves as the director of IFH and brings together scholars across and beyond Rutgers into a vibrant interdisciplinary network that advances high quality research in core areas:
The Institute communicates with many diverse audiences, including Rutgers faculty and students, government agencies (U.S. and abroad), nongovernmental organizations in various regions of the world, industries, foundations, and individual donors. |
Posting Summary | Rutgers, The State University of New Jersey, is seeking a Data Analyst in Health Services Research/HEOR in the Center for Health Services Research at the Institute for Health, Health Care Policy and Aging Research. Under the director of the Director of the Center for Health Services Research (CHSR) and/or senior data analysts, the incumbent will provide data-analytic support to a large and complex program of federally funded research and will construct statistically advanced programs in SAS and other software to link and analyze large and complex health care datasets, including national Medicaid and Medicare insurance claims, private insurance claims, National Death Index data, and other sources representing tens of millions of individuals followed over multiple years. Among the key duties of the position are the following:
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Position Status | |
Hours Per Week | 19.9 |
Daily Work Shift | |
Work Arrangement | Consistent with the current application of Rutgers Policy 60.3.22, this position may be eligible for a hybrid work arrangement. The flexible work arrangements outlined in Rutgers Policy 60.3.22 are part of a pilot program that is effective September 1, 2022 through August 31, 2024. Therefore, there is no guarantee that this flexible work arrangement will continue beyond that date. Flexible work arrangements are not permanent, are subject to change or cancellation and contingent on the employee receiving approval in the FlexWork@RU Application System. Additional information may be found at https://futureofwork.rutgers.edu.
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FLSA | Nonexempt |
Position Salary | "$35 - $50/hour based on experience |
Payroll Designation | PeopleSoft |
Terms of Appointment | Temporary Staff Appointment - Hourly |
Minimum Education and Experience |
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Certifications/Licenses | |
Preferred Qualifications |
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Required Knowledge, Skills, and Abilities |
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Equipment Utilized | |
Physical Demands and Work Environment | |
Special Conditions | This position is grant funded. |
Posting Open Date | 10/20/2023 |
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Posting Close Date | 05/30/2024 |
Open Until Filled | No |
Special Instructions to Applicants | |
Regional Campus | Rutgers University-New Brunswick |
Home Location Campus | Rutgers University - New Brunswick |
City | New Brunswick |
State | NJ |
Location Details |
Under Policy 100.3.1 Immunization Policy for Covered Individuals, if employment will commence during Flu Season, Rutgers University may require certain prospective employees to provide proof that they are vaccinated against Seasonal Influenza for the current Flu Season, unless the University has granted the individual a medical or religious exemption. Additional infection control and safety policies may apply. Prospective employees should speak with their hiring manager to determine which policies apply to the role or position for which they are applying. Failure to provide proof of vaccination for any required vaccines or obtain a medical or religious exemption from the University will result in rescission of a candidate's offer of employment or disciplinary action up to and including termination.