Senior Health Policy Analyst

### Job Details

**Who We Are: It all starts with purpose.**

We are a purpose-driven nonprofit with a dynamic staff culture.

With a meaningful purpose, motivated staff, and excellent benefits, working here is sure to put (or hopefully keep!) a smile on your face. The ADA’s headquarters is located just steps from Chicago’s Magnificent Mile and is easily accessible by public transportation. With more than 400 colleagues, the ADA Staff are some of the most talented people in the Chicago, Washington, D.C., and Maryland areas!

We have been named as a Top Workplace by the Chicago Tribune in both 2019 and 2021 – come join our team!

### Job Responsibilities:

The Senior Health Policy Analyst will lead research projects, supervising other Health Policy Institute research staff, dealing with policy issues facing the oral health community. They will also represent the ADA Health Policy Institute to external organizations through speaking opportunities, workgroups, meetings, and other engagements and establish, foster, and lead collaborations with outside oral health advocacy and research groups engaged in health policy research. The senior health policy analyst is responsible for leading significant HPI research projects and ad hoc analysis (qualitative and quantitative) for both HPI and other ADA areas, and for keeping HPI informed and up-to-date on new oral health policies issues, particularly in Medicaid, Medicare, and the Affordable Care Act and other public health issues.

### Must Have:

– Master’s degree
– 4 years of experience in/with research & policy dialogue, which includes leading health policy research projects; or Ph.D. and 2 years of related experience
– Experience using econometric and/or epidemiology methods, and presenting policy dialogue with association stakeholders, leaders, including with external government agency officials
– Excellent diplomatic, oral/written communications, analytical, data, and problem-solving skills
– Knowledge of the broader health policy landscape in the U.S., specifically related to Medicaid and Medicare
– In-depth knowledge of data sets available for studying Medicaid and Medicare
– Excellent analytic and data skills as well as writing for non-technical audiences
– Ability to represent HPI in policy forums nationwide and Government stakeholder consultations
– Proficiency in MS Office Suite, SAS, Stata, and other statistical programs
– Occasional evening/weekend for work/meetings
– Travel includes 6-8 times a year, about 2-3 days per trip to attend conferences, give presentations, meet with key external stakeholders.

### Nice to Have:

– Supervising research staff

### Just a few of the benefits offered to employees:

– Promotes Work/Life Balance
– Hybrid Work Schedule (2 days in office, 3 days remote)
– Health insurance/ dental reimbursement plan
– Ample Paid time off
– 401(k)
– Pension
– Flexible Spending Account
– Life insurance
– Tuition reimbursement
– Paid Parental Leave
– Pet Insurance
– Student Loan Refinance
– 2 days off to work at a charity event of your choice

The American Dental Association is proud to be an Equal Opportunity and Affirmative Action employer. We do not discriminate based upon race, religion, color, national origin, sex, sexual orientation, gender, gender identity, gender expression, transgender status, sexual stereotypes, age, status as a protected veteran, status as an individual with a disability, or other applicable legally protected characteristics. The American Dental Association is committed to providing reasonable accommodations for candidates with disabilities in our recruiting process. If you need any assistance or accommodations due to a disability, please let us know at [email protected].

**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)

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