Job Information
Gillette Children's Specialty Healthcare Lead Integration Developer in Saint Paul, Minnesota
Description
The Lead Integration Developer will help lead the automation of processes, provide technical expertise, collaborate with teams, ensure solution quality, adhere to data governance, and promote knowledge sharing. This is a remote opportunity; however, the selected candidate must reside in Minnesota or Wisconsin and have the ability to work onsite in St. Paul, MN as needed.
Effectively aligns efforts in the development and implementation of new technology applications and resources. Focuses on organizational strategic initiatives and assists in identifying priorities to achieve outcomes. Iteratively assess portfolio with Manager – Specialty Services, strategist, cross functional teams, and leaders to proactively adapt and sequence work as needed. Develops and expands reporting tools and processes for practice areas to enhance visibility and collaboration in a constantly changing environment. Actively embraces new approaches and enhances skill sets that will enable teams to explore solutions and advance business opportunities.
Compensation & Benefits:
The annual salary range for this opportunity is $104,956.80 to $157,414.40, with a median salary of $131,185.60. 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 for .5 FTE and above.
Core Responsibilities and Duties:
Technical leader
Assist with establishing a structure and methodology for sharing and communicating that will create visibility and enhance cohesive planning for successful execution of value-based work.
Promote and create cross functional opportunities that will generate collaborative dialog, share perspectives, and remove assumptions to motivate teams to go beyond the status quo.
Enable teams to enhance operations and performance by proactively contributing technology ideas and solutions.
Develop data structures that meet business requirements.
Install and configure middle-tier software and third party tools, as required
Perform supplemental process and business analysis as required
Portfolio Management
Lead the development of the overall team portfolio by critically evaluating requests based on objectives, strategies, and dependencies.
Integrated portfolio planning with Performance and Integration leadership to sequence out work to ensure team’s efforts are aligned to value-based work.
Capacity planning based on the categories of work, resource allocation and dependencies.
Expand on exploration to increase knowledge sharing and team awareness to various perspectives and ideas.
Staff Lead
Knowledgeable and assists the team with operational support, solution exploration and advancement in all areas from analytics, electronic health record, infrastructure, architecture, and business support.
Promote staff participation in decision-making, development of innovative processes and participation on teams/committees.
Provide oversight and guidance on execution, progress, and risk mitigation.
Lead team in change management strategies and encourage agile and creative thinking to promote efficiency and innovation throughout work processes.
Outline training and knowledge sharing opportunities that will evolve and advance the team’s skills in system integration, domain specific language, database structures, and analytics.
Execute team development opportunities and learnings based on the skills needed for higher degree of transformational interactions and approaches.
Communicate and articulate clear team and organizational goals.
Provide direction and purpose for the team by continuous organization and development of team’s skills and needs.
Proactively approach changing circumstances and inputs.
Proactively assess and address work to deliver on aligned objectives.
Qualifications:
Required
Minimum of 3 years of experience in a healthcare environment
Minimum of 3 years of content experience in analytics and integrated health record including clinical and revenue cycle functions, processes, and integration
Experience with cross-functional teams and the ability to direct and drive effective knowledge sharing behaviors
Experience utilizing MS Suite
Experience with systems integration, SQL, database management, and data integration tools
Minimum of 2 years of business systems analysis, platform development, business intelligence, or equivalent experience
Experience with data analytics, visualization, and reporting
Preferred
Bachelor’s degree in MIS, Business Administration, Information Technology or a healthcare related field or equivalent experience
Experience in Business Relationship and Portfolio Management
Knowledge and Experience with Cerner Millennium
Knowledge and Experience with Office 365 Analytic and Collaboration Tools.
Experience and knowledge in portfolio management, process improvement, and business strategy
Experience with PowerBI, DAX, Tableau, or other business intelligence technologies or languages
Experience with Microsoft Dynamics and Dataverse Experience with Azure services and cloud computing
Knowledge of data governance
Experience with healthcare data and HIPAA compliance requirements
Knowledge, Skills and Abilities
Ability to clearly articulate issues and risks as well as ideas and solutions
Ability to relate and assess various points of view
High level of analytic decision-making, problem-solving skills
Ability to understand a variety of user disciplines and requirements
Ability to work effectively on an autonomous or team basis
Ability to work effectively with users at a variety of skills levels and at diverse organizational levels
Ability to handle multiple responsibilities on an ongoing basis
Displays a high degree of initiative, dedication, and innovation on a regular basis
Experience with Enterprise Data Warehousing
Solid knowledge of PowerBI, PowerQuery, Python, SQL
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)
