GTM Operations and Effectiveness Business Analyst

The GTM Operations & Effectiveness Business Analyst is a multi-faceted role spanning across data management, project management, process improvement and deal audits.  In addition, the Business Analyst is responsible for creating, maintaining, and delivering reports and analytics within time, quality and internal customer satisfaction parameters for the Cotiviti Go to Market organization (Sales & Client Engagement).  The Business Analyst will collaborate across teams to provide analysis, propose change, develop processes, and positively impact the GTM organization as a whole.

Responsibilities

• Lead and support projects and initiatives as assigned by GTM leadership.
• Coordination of cross departmental initiatives as assigned: Sales, Client Engagement, Marketing, Finance, Product, Operations, etc.
• Create, deliver, and maintain reporting for standard KPIs for GTM and for company leadership with  Excel, PDF, Word, Dashboards and Data visualization.
• Support the CRM. These responsibilities will vary but may include management of data, process improvement, deal audits and CRM end user support as needed.
• Identify inefficiencies in existing processes, recommend and lead process improvement that impacts our Go to Market Team and our Sales Cycle.
• Escalate risks and issues and recommend paths forward to resolve.
• Support of all GTM operations functions as needed: Deal management, Request for Proposal (RFP), business development, client facing initiatives, compensation, territory management, end user support & analytics/reporting.

Qualifications

• Bachelor’s degree required.
• 2+ years in a sales operations, business planning, or client facing team support role.
• Experience with relational databases; understand data structure.
• Reporting application experience (PowerBI, Tableau, SSRS)
• Microsoft suite proficiency (Excel, PPT, Word, SharePoint)
• CRM experience such as MS Dynamics or Salesforce, etc.
• Team player. Comfortable interacting with various levels of leadership and colleagues across the organization, including senior management and working collaboratively in a matrixed environment.
• Initiative-taker.
• Excellent communication skills.
• Strong analytical skills.
• Comfortable in a demanding environment.
• Ability to multi-task and prioritize effectively.
• Good organizational skills and experience working remotely

Base compensation ranges from $70,000.00 to $85,000.00. Specific offers are determined by various factors, such as experience, education, skills, certifications, and other business needs.

Cotiviti offers team members a competitive benefits package to address a wide range of personal and family needs, including medical, dental, vision, disability, and life insurance coverage, 401(k) savings plans, paid family leave, 9 paid holidays per year, and 17-27 days of Paid Time Off (PTO) per year, depending on specific level and length of service with Cotiviti. For information about our benefits package, please refer to our Careers page.
Cotiviti is an equal employment opportunity employer. Cotiviti recruits, hires and promotes individuals based on their qualifications for a specific job. Cotiviti values its diverse workforce and its selection of employees is made without regard to race, color, creed, sex, age, religion, pregnancy, childbirth or pregnancy-related conditions, national origin, sexual orientation, marital status, genetic carrier status, military service, veteran status, disability, or any other category of class protected by federal, state or local laws. All employment decisions and personnel actions, such as hiring, promotion, compensation, benefits, and termination, are and will continue to be administered in accordance with, and to further the principle of, equal employment opportunity.

Pay Transparency Nondiscrimination Provision
Cotiviti will not discharge or in any 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 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-I.35(c)