Identity Governance and Administration Engineer

Job Description & Accountabilities
∙ This level requires extensive knowledge of Identity Governance and Administration (IGA) frameworks, solution architecture, provisioning methodologies, and industry best practices related to identity lifecycle management and access governance.
∙ This level involves overall responsibility for managing and maintaining the IGA solution, ensuring its continuous availability, operational stability, and alignment with organizational identity and access management policies.
∙ The IGA Engineer shall be responsible for overseeing the end-to-end configuration of the IGA solution, ensuring all settings, workflows, and access policies align with organizational security standards and governance requirements.
∙ The IGA Engineer shall be accountable for coordinating with IT teams to facilitate the onboarding of applications, systems, and directories into the IGA solution, ensuring seamless integration and accurate identity data aggregation.
∙ The IGA Engineer shall be accountable for managing the patch management lifecycle of the IGA solution, ensuring timely application of updates and fixes to maintain solution integrity and security posture.
∙ Manage the integration of the IGA solution with enterprise directories and platforms including Active Directory, LDAP, Linux, Windows, and database systems, ensuring accurate identity synchronization and access provisioning across all connected environments.
∙ Design, configure, and maintain role-based access control (RBAC) models and access policies within the IGA solution, ensuring least privilege principles are enforced across all integrated systems and applications.
∙ Manage joiner, mover, and leaver (JML) processes within the IGA solution, ensuring timely and accurate provisioning and de-provisioning of user access in line with HR and business workflows.
∙ Collaborate with the Access Management team to troubleshoot and resolve issues related to the IGA solution, providing technical guidance and root cause analysis.
∙ Support the Access Review team in conducting periodic access review and certification campaigns, providing the necessary reports, data extracts, and technical inputs required to facilitate a thorough and accurate review of user entitlements.
∙ This role operates on an on-call basis and requires availability outside of standard working hours when requested, to support critical incidents or urgent operational needs.

Qualifications & Experience
∙ A minimum of 3–5 years of experience in IT infrastructure, identity & access management, or cybersecurity with a focus on IGA solutions.
∙ Hands-on experience with one or more leading IGA platforms such as IBM Security Identity Manager (ISIM), SailPoint IdentityIQ, SailPoint IdentityNow, Oracle Identity Governance, or equivalent.
∙ Experience in a banking or financial sector environment is a plus.
∙ A bachelor’s degree in Computer Science, Information Technology, or a related field.
∙ Professional certification such as SailPoint Certified IdentityIQ Engineer, or equivalent IGA-related certification is a requirement.
∙ Certification in Project Management is a plus.

Knowledge & Skills
Technical Skills:
∙ Strong hands-on knowledge of IGA solution architecture, deployment, configuration, and administration.
∙ Solid understanding of identity governance concepts including role management, access certification, separation of duties (SoD), and entitlement management.
∙ Experience in managing identity lifecycle processes including joiner, mover, and leaver workflows across enterprise environments.
∙ Demonstrated experience integrating IGA solutions with enterprise directories such as Active Directory and LDAP, as well as Linux and Windows operating systems and database platforms.
∙ Strong knowledge of role-based access control (RBAC) design and implementation within IGA platforms.
∙ Experience in patch management and change management processes for identity and security solutions.
∙ Knowledge of asset and application onboarding processes and coordination with IT infrastructure teams.
∙ Ability to troubleshoot complex IGA-related issues and provide timely resolution.
∙ Familiarity with information security standards and frameworks such as ISO/IEC 27001, NIST, SAMA CSF, and NCA ECC.
∙ Experience in supporting access review and certification campaigns by providing entitlement data, reports, and technical input to access review teams.
Administrative Skills:
∙ Excellent organizational and coordination skills.
∙ Strong ability to manage work pressure and prioritize tasks effectively.
∙ Good documentation skills for solution configurations, workflows, incidents, and change records.
Management Skills:
∙ Good reporting and communication skills with the ability to present technical findings to non-technical stakeholders.
∙ Ability to work collaboratively within cross-functional teams including IT, HR, Access Management, and Security Operations.
∙ Good interpersonal skills with the ability to engage effectively with technical and non-technical stakeholders.
∙ Proven ability to operate independently under on-call requirements and off-hours engagements.

Behavioural Competencies
Core Behavioral Competencies

1. Customer Focus: Building strong customer relationships and delivering ‘customer-centric’ solutions. The primary strategy enabler for BSF is customer experience – BSF’s mandate is strongly focused around delivering personalized customer experiences, therefore a customer focus mindset is essential at all levels.

2. Effectively Collaborates: Building partnerships and working collaboratively with others to meet shared objectives. Diving a unified focus towards achieving shared objectives in BSF and working cross functionally to strengthen cross-selling and achieve common results is critical.

3. Nimble Learning: Actively learning through experimentation when tackling new problems, using both successes and failures as learning fodder. Given the transformation BSF is going through, talent across levels need to be able to exhibit an agile mindset in an environment where experimenting to find new solutions is valued and supported.

4. Cultivates Innovation: Creating new and better ways for the organization to be successful. Regardless of the industry being highly regulated, BSF employees are excepted to catch up with the pace of changes & digital disruptions and exhibit a mindset of creating new and better ways for BSF to be successful.

5. Ensures Accountability: Holding self and others accountable to meet commitments. To strengthen the performance-based culture in BSF and drive more effective results, holding self and others accountable is essential.

6. Decision Quality: Making good and timely decisions that keep the organization moving forward. With decision making getting decentralized in the bank, the ability to make quick and data-based decisions at all levels in a fast-paced and changing environment is essential to keep growing and reach organizational objectives.

7. Instils Trust: Gaining the confidence and trust of others through honesty, integrity, and authenticity. Instilling trust and showing consistency between words and actions have been highlighted by the senior leadership as quality behaviors that have been creating a healthier environment in the bank and must be strengthened further.

Leadership Competencies

1. Drives Vision & Purpose: Painting a compelling picture of the vision and strategy that motivates others to action. It is important for the leaders to be able to drive BSF’s vision today and build energy and optimism in others to create a sense of what is possible for the organization’s future and engage the younger talent.

2. Strategic Mindset: Seeing ahead to future possibilities and translating them into breakthrough strategies. With the changes in the industry and market trends, it is important for functional leaders to be able to identify future strategies and cascade them to build relevant action plans.

3. Develops Talent: Developing people to meet both their career goals and the organization’s goals. Given that BSF is going through a digital transformation and is operating on new areas where resources are scarce, BSF leaders need to develop and enable their talent to deliver on the organization’s mandate/objectives.