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Working experience using quantitative software and database querying tools (e.g., SAS, SQL, Python). The Sr Credit Risk Analyst plays a crucial role in shaping and implementing risk analytics and monitoring for BECU Credit Card and Other Unsecured lending portfolios.
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Proficient in project software such as SAS/SQL, Python/PySpark, Snowflake, R, Databricks CMS cloud environments. Manipulates and extracts Medicare, Medicaid, and other healthcare claims data stored in Cloud environment using appropriate software such as SAS, Snowflake, Python, R, SQL, and other software as appropriate for the task.
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Utilization of analytical tools including SQL, SAS, SPSS, and/or open-source including Python and R, or similar. Deep familiarity with HEDIS & CMS care quality measures; experience implementing both HEDIS and CMS measures using SAS and/or SQL.
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DB: SQL Server, DB2, (SQL), Mainframe IMS/VSAM, In-Memory DB, NoSQL. Analytics: Python, R, SAS, SPSS. Individually satiates all new BI work demand while replacing Cognos with Microsoft Power BI to deliver interactive reports, cubes, real-time dashboards and scorecards (forecast and actuals.
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Builds complex models for specific analysis using technology such as Python (Python, PySpark), R, SQL, SAS, Databricks. Confidence in merging disparate datasets, INNER/LEFT/RIGHT joins, and functions such as COALESCE(), CAST(), SAS functions such as SUBSTR(), LAG(), PROC SQL.
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Proficient in project software: SAS/SQL, Databricks, Python, Spark languages/technologies Excel, Word, PowerPoint, Business Objects, and Outlook. Use SAS/SQL, Databricks, Python, Spark; other software as appropriate to task.
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Senior Statistician provides expert witness testimony and consultation for ALJ (Administrative Law Judge) hearings. Senior Statistician works independently and collaboratively with the team to provide analytical data support utilizing statistical software.
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Must have expertise in SAS/BASE, SAS/MACRO, SAS/STAT, SAS/GRAPH, SAS/ACCESS, SAS/ODS, SAS/SQL. Must have expertise of R programming as well as SAS Base, and good knowledge of SAS graph and SAS Macros.
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By leading discovery and measurement of risks, youll ensure adherence to credit union governance standards and play a key role in creating, implementing, and maintaining Credit Risk Management reporting and analytic frameworks.
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Perform ad-hoc data analysis using Excel, SAS, SQL (Databricks). Experience with forecasting, modeling, SQL (Databricks experience is a plus) Perform ad-hoc data analysis using Excel, SAS, SQL (Databricks.
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In addition, this role leads value-based contracting (VBC) workflows to include evaluation and forecasting of full and partial risk arrangements between NeueHealth affiliated providers and payors from multiple LOBs (Commercial, Medicare Advantage, Medicaid, etc.
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Proficient in Microsoft Excel (VBA, advanced data visualization, etc.) Working knowledge of the CMMI Direct Contracting or Accountable Care Organization (ACO) program(s) Lead quarterly medical expense analysis, IBNR / Reserving (monthly), and forecasting process, with assistance from actuarial analyst staff.
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Proficiency in SQL and familiarity with statistical software (e.g., R, SAS). Cultivate and manage intricate SQL databases to facilitate data analysis and reporting. Leverage statistical software and SQL expertise to extract, manipulate, and analyze data effectively.
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Configuring database / data source connectivity with applications like Oracle, Exadata, SQL, SAS, EPIC, etc. Configuring database / data source connectivity with applications like Oracle, Exadata, SQL, SAS, Epic, etc.
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Installation and configuration of database drivers and connectivity, including Oracle, SQL Server, Hive, etc. Familiar with security configurations, such as Service Accounts, AD Groups, Redhat Linux, Kerberos key settings, and PAM/CyberArk and encryption of credentials and firewall connectivity.
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A Potential TikTok Ban?!
As you may already know, there has been a lot of talk lately about the possibility of a TikTok ban. While this has not yet come to fruition, it's important to consider the implications this could have for businesses and recruiters who rely on TikTok as a platform to market their brand, recruit new talent, and connect with their audience.
The Effects of Workplace Racism and Sexism
One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
When Rage Applying Strikes: How to Identify Unserious Candidates
As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
How to Increase Job Ad Exposure
In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
How to Navigate Hiring Out of State
The job market has shifted significantly in recent years. The accelerated adoption of technology has not only pushed many companies into remote working arrangements but also increased the availability of supporting tools and technologies (i.e., video conferencing and collaboration software).
Building a Candidate Pipeline Through Internships
Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.
Hiring Transparency
Transparency in hiring refers to the open and honest communication and information sharing that takes place between employers and job candidates. It encompasses all aspects of the hiring process, from posting job descriptions to providing feedback on performance during and after the interview process. In today's job market, hiring transparency has become increasingly important for both employers and candidates alike.