Knowledge and Capabilities
Gather requirements from senior business, application, and infrastructure stakeholders and provide scope and architecture consultation.
Define, communicate, and embed enterprise identity governance standards, patterns, and controls with senior stakeholders.
Analyze complex identity issues, communicate technical concepts clearly, and maintain precise configuration and governance practices.
WHAT YOU NEED
Required Qualifications
Bachelor's degree in Computer Science, Cybersecurity, Information Systems, Engineering, or a related discipline, or equivalent practical experience.
Minimum 8 years of experience in IT or cybersecurity.
Minimum 5 years of hands-on experience engineering and operating IGA or IAM environments.
Experience with SailPoint, Saviynt, or Microsoft Entra ID Governance, plus Active Directory and Microsoft Entra ID.
Experience with identity lifecycle management, provisioning and deprovisioning, access certification, RBAC, and segregation-of-duties enforcement.
Working knowledge of SAML, OAuth, OpenID Connect, and SCIM.
Experience with PowerShell, Microsoft Graph, or REST APIs.
Preferred Qualifications
SailPoint IdentityIQ or IdentityNow Engineer, Saviynt, Microsoft Certified: Identity and Access Administrator Associate (SC-300), or CISSP certification.
United States of America Pay Ranges
USN: $135,600 - $225,900 USD Annual
US5: $142,400 - $237,200 USD Annual
US10: $149,200 - $248,500 USD Annual
US15: $155,900 - $259,800 USD Annual
US20: $162,700 - $271,100 USD Annual
US30: $176,300 - $293,700 USD Annual
View the U.S. work location and transparency guide to find the pay range for your location.
Travel Percentage: None
Stryker Corporation is an equal opportunity employer. Qualified applicants will receive consideration for employment without regard to race, ethnicity, color, religion, sex, gender identity, sexual orientation, national origin, disability, or protected veteran status. Stryker is an EO employer – M/F/Veteran/Disability.
Stryker Corporation 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.
