At Agile Defense we know that action defines the outcome and new challenges require new solutions. That’s why we always look to the future and embrace change with an unmovable spirit and the courage to build for what comes next.
Our vision is to bring adaptive innovation to support our nation's most important missions through the seamless integration of advanced technologies, elite minds, and unparalleled agility—leveraging a foundation of speed, flexibility, and ingenuity to strengthen and protect our nation’s vital interests.
Job Title: IDAM Project Manager
Location: REMOTE - Washington, DC
Clearance Level: Active DoD - NACI - High Sensitivity
SUMMARY The objective of the IDAM PM is to project manage a small team seeking to enhance the existing Group B & Group D CDM Solutions for identity management and in efforts to advance Zero Trust based Identity solutions. Efforts of this contract are to provide support to the Treasury Dept ESIM Team and provide improvement and analysis of IT security through Identity solutions and systems.
You’ll expand your IAM experience to design, deploy, and support systems that verify appropriate user privileges and manage credentials for accessing our clients’ most valuable assets. From single sign-on to privileged access systems, you’ll implement enterprise-class solutions and help reduce enterprise risk and advance Zero Trust identity solutions.
JOB DUTIES AND RESPONSIBILITIES
· Analyze the identity lifecycle, articulating access requirements and defining enterprise identity records.
· Provide technical experience with enterprise directory services, including LDAP, and web applications servers Active Directory and Identity Stores
· Provide experience with Identity Lifecycle Manager and Identity Governance principles
· Provide recommendations and guidance to the client on technical services to support the integration of ICAM initiatives and of identity, credential, and access management solutions into the agency enterprise
QUALIFICATIONS Required Certifications
Education, Background, and Years of Experience
· HS diploma and 10+ years of experience with commercial Identity and Access Management platforms, including Ping Identity, SailPoint Lifecycle Manager, or CyberArk, or Bachelor's degree and 5+ years of experience with commercial Identity and Access Management platforms, including Ping Identity, SailPoint Lifecycle Manager, or CyberArk
ADDITIONAL SKILLS & QUALIFICATIONS Required Skills
· Must have knowledge of the Federal policy landscape and guidance, including HSDP-12, Executive Order 14028, FIPS 201-3, OMB M-19-17, FedRAMP, NIST SP 800-63-3, 800-157, and 800-53 rev5
· Develop executive level briefings, white papers, and recommendations for the client
· Bring knowledge of commercial Identity and Access Management platforms, including Ping Identity, SailPoint Lifecycle Manager, or CyberArk
· Experience implementing Smart Card Login
· Bring experience with developing and deploying PKI solutions and
x.509 certificates
· Knowledge of ServiceNow and Amazon Web Services is a plus
· Possess strong verbal and written communication skills
· Ability to consult with the client in the strategic design process to translate business requirements into technical designs and solutions
· Ability to obtain a Secret clearance
Preferred Skills
· Experience with Entrust PKI Certificate Authority (CA) and Entrust products and services
· Experience implementing Smart Card Login
· Experience with developing and deploying PKI solutions and
x.509 certificates
· Knowledge of ServiceNow and Amazon Web Services
· Knowledge of credential service providers for citizen service facing applications
WORKING CONDITIONS Environmental Conditions
· Contractor site with 0%-10% travel possible. Possible off-hours work to support releases and outages.
Strength Demands
· Sedentary – 10 lbs. Maximum lifting, occasional lift/carry of small articles. Some occasional walking or standing may be required. Jobs are sedentary if walking and standing are required only occasionally, and all other sedentary criteria are met.
Physical Requirements
· Stand or Sit; Walk; See
Employees of Agile Defense are our number one priority, and the importance we place on our culture here is fundamental. Our culture is alive and evolving, but it always stays true to its roots. Here, you are valued as a family member, and we believe that we can accomplish great things together. Agile Defense has been highly successful in the past few years due to our employees and the culture we create together. What makes us Agile? We call it the 6Hs, the values that define our culture and guide everything we do. Together, these values infuse vibrancy, integrity, and a tireless work ethic into advancing the most important national security and critical civilian missions. It's how we show up every day. It's who we are.
Happy - Be Infectious.
Happiness multiplies and creates a positive and connected environment where motivation and satisfaction have an outsized effect on everything we do.
Helpful - Be Supportive.
Being helpful is the foundation of teamwork, resulting in a supportive atmosphere where collaboration flourishes, and collective success is celebrated.
Honest - Be Trustworthy.
Honesty serves as our compass, ensuring transparent communication and ethical conduct, essential to who we are and the complex domains we support.
Humble - Be Grounded.
Success is not achieved alone, humility ensures a culture of mutual respect, encouraging open communication, and a willingness to learn from one another and take on any task.
Hungry - Be Eager.
Our hunger for excellence drives an insatiable appetite for innovation and continuous improvement, propelling us forward in the face of new and unprecedented challenges.
Hustle - Be Driven.
Hustle is reflected in our relentless work ethic, where we are each committed to going above and beyond to advance the mission and achieve success.
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) 
