Saviynt IAM Analyst

• The primary responsibilities include resolving incident tickets, fulfilling Service Catalog requests, and completing release and change tickets.
• Additionally, the role involves handling security vulnerability remediation tasks related to Saviynt configuration changes.
• These tasks are crucial in reducing security risks, enhancing compliance, and improving user experience by ensuring proper access management.
• The work schedule is Monday to Friday during regular business hours, with rotational on-call duties.
• Resolve incident tickets (access issues, provisioning failures, configuration problems).
• Fulfill request tickets:
• Create/update technical rules, policies, enterprise roles, and group membership logic.
• Grant access, including privileged access.
• Troubleshoot issues such as:
• Saviynt not creating accounts
• Saviynt not granting entitlements
• ServiceNow requests approved but not provisioning in Saviynt
• Technical rules not firing
• Follow existing SOPs, but must have enough Saviynt experience to be productive immediately.

Applicants must be legally authorized to work in the United States. Sponsorship not available., * The ideal candidate should possess 5-10 years of experience in supporting Identity Management and Governance services using Saviynt.

• 5+ years experience
• Configure Saviynt to fix issues (they are using saviynt EIC v25 x)
• Understand technical rules vs. user update rules
• Manage dynamic AD group membership using Saviynt
• Walk through real production issues they personally resolved (not just escalate to another team)
• Hands On Saviynt Experience Is Critical
• Kevin emphasized this repeatedly. Candidates must be able to:
• Configure Saviynt to fix issues
• Understand technical rules vs. user update rules
• Manage dynamic AD group membership using Saviynt
• Walk through real production issues they personally resolved
• (not just escalate to another team)
• Candidates with “2-3 years of Saviynt experience” on paper but:
• Could not answer basic Saviynt knowledge questions
• Could not explain differences between common rule types
• Could not give real examples of issues they solved
• Read experiences off their resume instead of showing actual knowledge
• Could not explain how they resolved a production issue end to end

The final salary or hourly wage, as applicable, paid to each candidate/applicant for this position is ultimately dependent on a variety of factors, including, but not limited to, the candidate’s/applicant’s qualifications, skills, and level of experience as well as the geographical location of the position.

Why Hays?

You will be working with a professional recruiter who has intimate knowledge of the industry and market trends. Your Hays recruiter will lead you through a thorough screening process in order to understand your skills, experience, needs, and drivers. You will also get support on resume writing, interview tips, and career planning, so when there’s a position you really want, you’re fully prepared to get it.

Nervous about an upcoming interview? Unsure how to write a new resume?

Visit the Hays Career Advice section to learn top tips to help you stand out from the crowd when job hunting.

Hays is committed to building a thriving culture of diversity that embraces people with different backgrounds, perspectives, and experiences. We believe that the more inclusive we are, the better we serve our candidates, clients, and employees. We are an equal employment opportunity employer, and we comply with all applicable laws prohibiting discrimination based on race, color, creed, sex (including pregnancy, sexual orientation, or gender identity), age, national origin or ancestry, physical or mental disability, veteran status, marital status, genetic information, HIV-positive status, as well as any other characteristic protected by federal, state, or local law. One of Hays’ guiding principles is ‘do the right thing’. We also believe that actions speak louder than words. In that regard, we train our staff on ensuring inclusivity throughout the entire recruitment process and counsel our clients on these principles. If you have any questions about Hays or any of our processes, please contact us.

In accordance with applicable federal, state, and local law protecting qualified individuals with known disabilities, Hays will attempt to reasonably accommodate those individuals unless doing so would create an undue hardship on the company. Any qualified applicant or consultant with a disability who requires an accommodation in order to perform the essential functions of the job should call or text 813.336.5570.