Data Scientist II- Outcomes

We are looking for a person to support a growing Outcomes team and help develop new methodology to broadly evaluate Gillette's clinical outcomes. This includes leveraging multiple existing data sources, evaluating new data opportunities, or obtaining new data to better understand Gillette's population health. This person will seek to understand patient, family, and health system mechanisms that influence effective, family-centered, and equitable outcomes.

This is a hybrid with opportunities to work onsite and from home. The office location is 10 River Park Plaza, St. Paul, MN 55101.

Compensation & Benefits

The annual salary range for this opportunity is $98,217/annually to $147,326/annually, with a median salary of $122,772/annually. Pay is dependent on several factors including relevant work experience and internal equity. Salary is just one component of the compensation package for employees. Gillette supports career progression and offers a competitive benefits package, including a retirement saving match, tuition and certification reimbursement, paid time off, and health and wellness benefits.

Primary Job Responsibilities

The incumbent in this position will play a key role in identifying data sources, infrastructure, and analytic approaches that support strategic issues related to population health and clinical outcomes. This position will interact with Gillette leadership and staff to form hypotheses, design and conduct analyses, synthesize conclusions and recommendations, and present materials. This role requires excellent data analytics, client consulting, project management skills, and must maintain a high level of responsiveness. Level II will provide additional mentorship for data professionals across the organization.

• Identify, recommend, and deploy appropriate analytic techniques to solve complex problems and overcome measurement and implementation challenges
• Analyze complex data by applying various statistical and visual techniques including but not limited to billing data, quality data, clinical data, demographic data, internal patient data and external public use sources to support and enhance clinical outcomes to improve the health of our population.
• Identify gaps in data management practices and orchestrate eliminating those gaps
• Collaborate with clinical leaders on analytics to create customized tools
• Transforms data into meaningful and easy to understand insights for various audiences
• Ensure the integrity and accuracy of all data and final output
• Work with unstructured data to develop complex or predictive analytic models that advance the care of Gillette's patient population
• Make recommendations based upon how the data can be turned into insight to support business performance and decisions
• Stay abreast of data management industry trends and healthcare data models and nomenclatures (e.g., HL7, FHIR, PCORnet, OMOP, LOINC, SNOMED) and champion their potential to improve enterprise data management

Qualifications

Required

• Master's required preferably in Data Science, Public Health, or related field
• 5 years in an analytical role - locating and collating data from multiple sources, then analyzing to produce relevant insights.
• Experience with developing predictive models
• Experience mentoring others

Knowledge, Skills and Abilities

• The ability to work effectively with colleagues in different functions and at all levels of the business is critical
• Ability to work independently, organize and prioritize own activities appropriately, whilst remaining flexible to meet unplanned needs as and when directed by the Manager
• Ability to identify and implement improvement ideas to continuously raise the level of insight delivered and the degree of impact that intelligence has on the business
• Strong written and oral communication skills

Preferred

• Experience with healthcare-related data

Gillette Children's is committed to recruiting and retaining a diverse team, as we know that the diverse experiences of our employees make Gillette a stronger and better organization. We are committed to creating an equitable and inclusive environment where all patients, families and staff are welcomed and valued. We believe diverse perspectives and identities foster excellence, improve patient care and are essential for Gillette to fulfill its mission. Our team members collaborate to help patients of all backgrounds and abilities reach their full potential.

Gillette Children's is an equal opportunity employer and will not discriminate against any employee or applicant for employment because of an individual's race, color, creed, sex, religion, national origin, age, disability, marital status, familial status, genetic information, status with regard to public assistance, sexual orientation or gender identity, military status or any other class protected by federal, state or local laws.

Gillette Children's is a global beacon of care for patients with brain, bone and movement conditions that start in childhood. Our research, treatment and supportive technologies enable every child to lead a full life defined by their dreams, not their diagnoses.

To learn more about working at Gillette Children's, please visit https://www.gillettechildrens.org/careers.

Gillette Children's participates in the U.S. Department of Homeland Security (DHS) E-Verify program which is an internet-based employment eligibility verification system operated by the U.S. Citizenship and Immigration Services. If E-Verify cannot confirm that you are authorized to work, Gillette will give you written instructions and an opportunity to contact DHS or the Social Security Administration (SSA) to resolve the issue before Gillette takes any further action. Please visit https://www.e-verify.gov/ for further details regarding e-verify.

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)