Research Administration System Manager II - PESMOA

Join the HJF Team!

HJF is seeking a Research Administration System Manager II (Data Manager II) to ensure that the Research Administration System (RAS) efficiently collects, stores, and processes data. Develop procedures and recommend methods to promote rapid deployment of the RAS. Develops testing requirements and facilitates end-user testing during implementation and subsequent enhancement phases. Analyzes use of archived data and develops ways to ensure optimal use of the RAS. Implements the migration of existing grants management datasets into the RAS. Serve as a key vendor liaison to diagnose and discover solutions for functional needs and technical issues; support University decision-making around future RAS system modifications and updates as required.

This position will support the Uniformed Services University, Office of the Vice President of Research.

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.

• Serve USU's continuous planning, end-user engagement, and training needs through an expert understanding of the RAS processes and technical capabilities. Develops and implements training activities for all users of the RAS and other federal systems. Conducts demonstration training and prepares written guidance in a user-friendly format. Builds and maintains integrated "Help Desk" workflows into the RAS. Serves as a help desk source for all users of the RAS.
• Inform the implementation and ongoing management of the RAS through a comprehensive mapping of USU research enterprise business needs and objectives, including pre-award, post-award, financial, and compliance functions. Communicates with all research stakeholders to analyze their workflow and data needs. Makes process improvement recommendations based on industry best practices and an understanding of USU's preferred practices. Builds and maintains configurable workflow processes within the RAS to efficiently support USU's research activities. Triages and responds to user requests for modifications to each workflow and/or to address system issues.
• Evaluates USU data sets from existing (mandated) systems from other USU offices for integration into the RAS. Develops processes to achieve those integrations and monitors the accuracy of those integrations. Develops standing and ad hoc reports using RAS system data delivered through third party solutions like Google Looker or Tableau.
• Serves as a primary contact for USU nonprofit partner (NPP) access to the RAS. Ensures NPPs are assigned appropriate user roles to limit access to need to know data only. Evaluates NPP data sets and formulates means to integrate those data sets into the RAS. Monitors the accuracy of those integrations. Serves as a primary contact for issues related to USU's use and training of non-USU federal grants systems such as: eRA Commons, eBRAP (CDMRP) and Grants.gov. Other duties as assigned by the Supervisory Program Analyst in RIS as needed.
• Coordinates with USU HR and/or OCIO regarding integration of USU's personnel tables into the RAS. Reviews HR information for completeness. Builds and maintains graduated access rights to the RAS based upon personnel tables and facilitates ongoing RAS data feeds and integrations, problem-solve, and identify potential system enhancements.
• Communicates with both research and non-research stakeholders to analyze their workflow and data needs. Makes process improvement recommendations based on industry best practices and an understanding of USU's preferred practices. Builds and maintains configurable workflow processes within the RAS to efficiently support USU's non-research activities. Triages and responds to user requests for modifications to each workflow and/or to address system issues.
• 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.

Education and Experience

• Bachelor's Degree required.
• Minimum of 3-5 years experience required.

Required Knowledge, Skills and Abilities

• Excellent customer service skills.
• Excellent communication and presentation skills.
• Ability to work and complete tasks independently.
• Proficiency with presentation software such as Google Slides or PowerPoint.
• Experience with web design.
• Experience with relational databases.
• Knowledge of data set creation for data analysis and report creation.
• Knowledge of reporting software required, such as Google Looker, Tableau, or similar software.
• Ability to obtain and maintain a T1/Public Trust Background Check.

Physical Capabilities

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

Work Environment

• This position will take place primarily in an office setting.

Compensation

• The annual salary range for this position is $61,000 - $97,400. Actual salary will be determined based on experience, education, etc.

Benefits

• HJF offers a comprehensive suite of benefits focused on your health and well-being, from medical, dental, and vision coverage to health savings and retirement plans, and more.

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.