The American Hospital Association (AHA) is a national organization that represents and serves all types of hospitals, health care networks, and their patients and communities. The AHA has two main offices, located in Washington, D.C. and Chicago. We are currently seeking a Manager, Survey Project/Data Development for our downtown Chicago office. This position is a hybrid role (three days in the office, two days working remote).
Starting base salary = $95,000 – $118,000 a year (commensurate with related experience).
This position is the point person for data projects and is responsible for managing the survey and data collection process including creating, compiling, organizing, analyzing, visualizing and implementing healthcare surveys and data. Additional responsibilities include project oversight, client management, data exploration and analysis and report preparation. This position works with others within the Data Center and across the AHA. This position is also responsible for ensuring that all data acquisition activities are performed in the most effective and cost efficient manner possible without compromising the quality of timeliness of the data. This role will manage a core staff of survey analysts that are responsible for collecting and validating all data and information collected and acquired. This role will be responsible for staff training and development:
- Design and enforce standards, procedures and quality control measures for conducting project analytics to ensure consistency among organizational components and compliance with stakeholder requirements.
- Create, maintain and improve key data sets, pipelines and analytic products.
- Identify, extract, clean, transform, validate, and/or model data across multiple domains.
- Identify and execute opportunities for increases in team efficiencies and performance.
- Employ AHA best practices with regard to data management.
- Lead quality assurance.
- Train and mentor survey analysts to follow appropriate procedures.
- Champion Data Center capabilities, especially those of the Survey Center, as well as AHA data resources and products among AHA senior leaders.
- Influence senior leadership to adopt new ideas, projects and/or approaches.
- Cultivate new business relationships and partnerships with cross-functional targeted business owners and senior leaders internal and external to the organization.
- Perform other duties as assigned by supervisor.
- Participate in team decisions to engage vendors, outside data sources and additional resources to expand product lines and data sources.
- Actively participate in the overall strategic and business planning process of the team with emphasis on data acquisition strategy, data collection and analysis.
- Participate in research initiatives by providing expertise in survey development and data collection.
BENEFITS
We offer an excellent total compensation package, which includes medical/dental coverage (PPO/HMO), vision care, life insurance, short and long-term disability plans, 401(k), tuition reimbursement, paid vacation/holidays/sick days, wellness programs and more!
The American Hospital Association (AHA) is an Equal Opportunity Employer. We evaluate qualified applicants without regard to race, color, religion, sex, national origin, disability, veteran status, and other legally protected characteristics. We will provide reasonable accommodation for individuals protected by Section 503 of the Rehabilitation Act of 1973, the Vietnam Era Veterans’ Readjustment Assistance Act of 1974 and Title I of the Americans with Disabilities Act of 1990. If, because of a medical condition or disability, you need a reasonable accommodation for any part of the employment process, please call (312) 422-3000 and ask for the Director, Human Resources and let us know the nature of your request and your contact information.
The AHA participates in the E-Verify Program. #LI-Hybrid
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)