This position will report to the Technical Product Manager and will support multiple technical products used across the organization. This person will be involved in our entire software development life cycle from inception to deployment. The primary responsibilities include performing detailed analysis on configuration and engineering change requests, writing detailed business requirements documents and agile stories, coordinating multi-system efforts, reviewing test cases, and performing user acceptance testing. Additional responsibilities include workflow diagrams, business process documentation, and business process improvement.
GENERAL DUTIES AND RESPONSIBILITIES
Collaborate with internal stakeholders to elicit business requirements.
Analyze stakeholder requests, gather necessary information, and document requests.
Anticipate needs from the business teams and proactively propose technology solutions that improve business outcomes, efficiencies, or student experience.
Serve as Subject Matter Expert for one or more business areas and software products.
Document user stories and defects using Agile format and best practices.
Perform software demos.
Write release notes.
Triage and reproduce bugs/defects, log details for engineers, and help define remediation priority.
Perform end-to-end software testing.
Serve as an escalation point for production issues and bugs reported.
Be an evangelist for automation, process efficiency, and simplification.
REQUIRED QUALIFICATIONS
High school diploma/GED required.
3 years of experience in Product Owner or Technical Business Analyst role.
Ability to explain complex business or technical problems in a logical, easy to follow manner.
Curious, detail-oriented, critical thinker
Agile methodology
PREFERRED QUALIFICATIONS
Bachelor's degree preferred in business, computer science, information technology, or similar discipline.
Salesforce CRM, Salesforce Marketing Cloud, or Salesforce Billing experience
Totara/Moodle experience
WORKING CONDITIONS
This is a remote position in which work will be completed during normal business hours (8:30am - 5:00pm).
COMPENSATION AND BENEFITS
MedCerts, a Stride, Inc. company, considers a person's education, experience, and qualifications, as well as the position's work location, expected quality and quantity of work, required travel (if any), external market and internal value when determining a new employee's salary level. Salaries will differ based on these factors, the position's level and expected contribution, and the employee's benefits elections. Offers will typically be in the bottom half of the range.
We anticipate the salary range to be between $80,000 and $95,000 plus bonus. These factors include, but are not limited to, geographic location, experience, training, education, and local market conditions. Eligible employees may receive a bonus. Stride offers a robust benefits package for eligible employees that can include health benefits, retirement contributions, and paid time off.
Job Type
Regular
The above job is not intended to be an all-inclusive list of duties and standards of the position. Incumbents will follow any other instructions, and perform any other related duties, as assigned by their supervisor. All employment is "at-will" as governed by the law of the state where the employee works. It is further understood that the "at-will" nature of employment is one aspect of employment that cannot be changed except in writing and signed by an authorized officer.
Stride, Inc. is a Federal Contractor, an Equal Opportunity/Affirmative Action Employer and a Drug-Free Workplace. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, protected Veteran status age, or genetics, or any other characteristic protected by law.
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)
