Lead IT Business Analyst IV

Description

Medica is seeking an experienced Lead IT Business Analyst/Systems Analyst to join our claims product team.
The Lead IT Business Analyst/Systems Analyst will work with business partners and the claims product team to understand and document requirements in a way that is understandable to the business with the necessary level of detail and clarity for IT.
The Lead IT Business Analyst/Systems provides analytical guidance to the product team throughout the product lifecycle working with an onshore and offshore team.
Working with the data analytics team and understanding Data Analysis, understanding of technology, and assisting with the translation of business requirements into system requirements are important to this role.

Utilize comprehensive knowledge of the Healthcare Industry, business processes, and IT systems to resolve issues, automate and improve business processes, and assist with the implementation of IT solutions.
Qualifications:

Bachelor's degree or equivalent experience in related field
7 years of work experience beyond degree (ex.
11 years of experience without a bachelor's degree required)
Healthcare Payor/Health Plan experience required
Data warehouse experience required
Experience working within an agile environment and creating/updating user stories required
SQL experience required
Experience with claims adjudication required

Skills and Abilities:

EDI experience preferred
Ability to conduct focused interviews, identify business process improvement opportunities, document, and prioritize requirements, manage scope, focus on business value, and provide
supporting visual documentation.
Working knowledge of Agile / SAFe preferred
Industry knowledge of tools, techniques, and industry best-practices for performing data analysis, business process flows and supporting documentation.
Communication (written/verbal) and organizational skills that support an advanced ability to communicate effectively with various levels of management and to gain cross-functional
Must be a steady "driver" keeping things moving forward in agreeable but effective ways.

This position is a Hub role, which requires an employee to occasionally come onsite to the designated office - Minnetonka, MN or Madison, WI - for applicable heads-up work.
Frequency is determined by business need as decided by leadership.
The full salary range for this position is $87,100 - $149,300.
Annual salary range placement will depend on a variety of factors including, but not limited to, education, work experience, applicable certifications and/or licensure, the position's scope and responsibility, internal pay equity and external market salary data.
In addition to compensation, Medica offers a generous total rewards package that includes competitive medical, dental, vision, PTO, Holidays, paid volunteer time off, 401K contributions, caregiver services and many other benefits to support our employees.
The compensation and benefits information is provided as of the date of this posting.
Medica's compensation and benefits are subject to change at any time, with or without notice, subject to applicable law.
Medica's commitment to diversity, equity and inclusion (DEI) includes unifying our workforce through learning and development, recruitment and retention.
We consistently communicate the importance of DEI, celebrate achievements, and seek out community partnerships and diverse suppliers that are representative of everyone in our community.
We are developing sustainable programs and investing time, talent and resources to ensure that we are living our values.
We are an Equal Opportunity/Affirmative Action employer, where all qualified candidates receive consideration for employment indiscriminate of race, religion, ethnicity, national origin, citizenship, gender, gender identity, sexual orientation, age, veteran status, disability, genetic information, or any other protected characteristic.
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)