Identity Governance and Administration (IGA) Engineer

Job Responsibilities: As Identity Governance and Administration (IGA) Engineer, you will be responsible for: Design, configure, deploy, and maintain SailPoint IdentityIQ (IIQ) or SailPoint Identity Security Cloud platforms. Develop custom workflows, rules, forms, policies, and Beanshell/Java scripts. Integrate enterprise applications, databases, directories (Active Directory, Entra ID, LDAP), and cloud services with SailPoint using out-of-the-box and custom web services/REST APIs/SCIM connectors. Build and maintain automated provisioning and de-provisioning processes for Joiner, Mover, and Leaver (JML) events across hybrid infrastructures. Configure and manage periodic access certification campaigns, entitlement catalog structures, and Separation of Duties (SoD) enforcement policies. Support the design, implementation, and maintenance of Role-Based Access Control (RBAC) and Attribute-Based Access Control (ABAC) models to reduce over-privileged user access. Perform system health checks, performance tuning, patching, version upgrades, and database maintenance across non-production and production SailPoint environments. Ensure SailPoint configurations align with DoD/Federal cybersecurity standards (STIG compliance, NIST SP 800-53 controls) and support Authority to Operate (ATO) assessments. Serve as the senior technical escalation point for complex provisioning errors, identity synchronization bugs, connector failures, and performance bottlenecks.

Required Qualifications: Must be able to obtain U.S. government security clearance Bachelor’s degree in computer science, Cybersecurity, Information Technology, Computer Engineering, or a related technical discipline. Minimum of six (6) years of dedicated experience in Identity and Access Management (IAM), with at least four (4) years of hands-on engineering, configuration, and administration of SailPoint IdentityIQ or SailPoint Identity Security Cloud. Active CompTIA Security+ CE certification (or higher DoD 8570/8140 IAT Level II compliant certification, such as CYSA+, GSEC, or CISSP). Superior analytical, troubleshooting, and collaboration skills, with a proven history of managing complex technical deliverables independently. Technical Expertise: Advanced capability in developing Java, BeanShell, and XML components within the SailPoint IdentityIQ framework. Demonstrated experience building RESTful APIs, SCIM interfaces, JDBC connectors, and custom application integrations. Deep understanding of core identity protocols and directories: SAML 2.0, OAuth, OIDC, Active Directory, LDAP, and PKI/CAC/PIV integrations. Solid working knowledge of relational database management systems (Oracle, SQL Server, PostgreSQL) and SQL query writing. Direct experience implementing SailPoint solutions within Federal/DoD ICAM programs or Zero Trust Architecture (ZTA) environments. Experience with cloud platforms (AWS, Microsoft Azure, Google Cloud Platform) and containerized application deployments. Familiarity with DevSecOps, automated CI/CD deployment pipelines, and version control systems (Git). Hands-on integration experience pairing SailPoint with Privileged Access Management (PAM) tools (e.g., BeyondTrust) or Identity Providers (e.g. Ping, Entra ID) About ITC Digital Solutions: ITC Digital Solutions, a division of ITC Federal, delivers advanced technology solutions that help federal agencies modernize systems, harness data and AI, and adopt emerging technologies to advance their missions. Building on more than two decades of public sector experience, the team brings deep expertise in IT strategy, application development and testing, digital modernization, data and AI, and technology transformation across civilian, health, national security, and defense agencies.

Disclaimer: All qualified applicants will be considered for employment based on their skills and merit. Please be aware that ITC may capture your image (video or screenshot) during the interview process, and that image may be used for verification, including during the hiring and onboarding process. Applicants for employment in the U.S. must have valid work authorization that does not now and/or will not in the future require sponsorship of a visa for employment authorization in the U.S. by ITC. ITC discloses salary range information in compliance with state and local pay transparency obligations. The disclosed range represents the lowest to highest salary we, in good faith, believe we would pay for this role at the time of this posting, although we may ultimately pay more or less than the disclosed range, and the range may be modified in the future. The disclosed range takes into account the wide range of factors considered in making compensation decisions, including, but not limited to, geographic location, relevant education, qualifications, certifications, experience, skills, seniority, performance, sales- or revenue-based metrics, and business or organizational needs. At ITC, it is not typical for an individual to be hired at or near the top of the range for their role. The base salary range for the tagged location is $110,000–$125,000. Full-time regular employees are eligible for paid time off, medical, dental, and vision insurance, a 401(k), and any other benefits available to eligible employees.

Note: No amount of pay is considered wages or compensation until such amount is earned, vested, and determinable. The amount and availability of any bonus, commission, or other form of compensation allocable to a particular employee remains in the Company’s sole discretion unless and until paid and may be modified at the Company’s sole discretion, consistent with applicable law. Equal Opportunity Employer/Protected Veterans The contractor will not discharge or otherwise 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 may not 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).