Policy analyst Jobs in San Diego, CA

The Los Angeles County AAIMM Prevention Initiative is a coalition of the Los Angeles County Departments of Public Health, Health Services, and Mental Health, First 5 LA, community organizations, mental and health care providers, funders, and community members. We are united in one purpose : to address the unacceptably high rates of Black infant and maternal deaths in the county and ensure healthy and joyous births for Black families. Through a series of comprehensive coordinated strategies, we aim to reduce the county's gap in Black / White infant mortality rates.

The AAIMM Initiative approaches its work from a frame that the root cause of the mortality disparity is the stress caused by a Black person's exposure to racism and the impact of that stress on a Black woman / birthing person's body, compounded by structures in society that perpetuate racism, and the presence of implicit and overt bias in the systems of support that interact with Black families.

The AAIMM Initiative is seeking an Assistant Health Analyst (Policy Analyst) . This position will report to the Perinatal Equity Initiative (PEI) Program Manager. The Assistant Health Analyst is responsible for helping to develop and implement the policy priorities and platform of the AAIMM Prevention Initiative. This includes Policy and budget advocacy and analysis; relationship development with policymakers, county legislative departments / units, key stakeholders, media, and the community to advance policy priorities; and campaign and coalition management.

POSITION SUMMARY

This position will need to report to the following LA County DPH worksite as needed :

600 S. Commonwealth Ave.

Los Angeles, CA 90005

Employment is provided by Heluna Health.

The pay rate for this position is $40.75

ESSENTIAL FUNCTIONS

Policy Research and Analysis

• Analyze policies and initiatives related to reproductive health, rights, and justice, with a focus on their impact on Black women, girls, and femmes.

Advocacy Campaign Development and Execution

Coalition Building and Stakeholder Engagement

Project Management

Communication and Presentation

Adaptability and Problem-Solving

Advocacy Impact Assessment

NON-ESSENTIAL FUNCTIONS

JOB QUALIFICATIONS

Education / Experience

Preferred Requirements

Certificates / Licenses / Clearances

PHYSICAL DEMANDS

Stand Frequently

Walk Frequently

Sit Frequently

Handling / Fingering Occasionally

Reach Outward Occasionally

Reach Above Shoulder Occasionally

Climb, Crawl, Kneel, Bend Occasionally

Lift / Carry Occasionally - Up to 25 lbs.

Push / Pull Occasionally - Up to 25 lbs.

See Constantly

Taste / Smell Not Applicable

Not Applicable Not required for essential functions

Occasionally (0 - 2 hrs. / day)

Frequently (2 - 5 hrs. / day)

Constantly (5+ hrs. / day)

WORK ENVIRONMENT

General Office Setting, Indoors Temperature Controlled.

APPLICATION PROCEDURES

Interested candidates should submit a resume and cover letter for consideration.

If hired for this position, you will be required to provide proof that you are fully vaccinated for COVID-19 prior to your start date, or have a valid religious or medical reason qualifying you for an exemption (that may or may not require an accommodation)

It is the policy of Heluna Health to provide equal employment opportunities to all employees and applicants, without regard to age (40 and over), national origin or ancestry, race, color, religion, sex, gender, sexual orientation, pregnancy or perceived pregnancy, reproductive health decision making, physical or mental disability, medical condition (including cancer or a record or history of cancer), AIDS or HIV, genetic information or characteristics, veteran status or military service.

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)