Work Flexibility: Remote Preference will be given to candidates residing in the Eastern or Central time zones. As a Non-Human Identity (NHI) Manager, you will lead the enterprise program that secures machine and workload identities across cloud, on-premises, and CI/CD environments. You will guide the full identity lifecycle and partner with Platform Engineering, Cloud, DevOps, Security Operations, and Application teams to reduce risk from hard-coded and unmanaged credentials. What you will do: •Own the enterprise non-human identity security strategy, roadmap, operating model, governance, and reporting. •Establish identity and access controls for API credentials and emerging AI agent identities. •Support SOX, HIPAA, ISO 27001, and NIST CSF compliance and audit requirements through non-human identity risk reporting. Technical Responsibilities: •Establish and operate discovery and inventory processes for service accounts, secrets, certificates, keys, and workload identities across the enterprise. •Deploy and operate secrets management and machine identity platforms, including HashiCorp Vault, CyberArk Conjur, Azure Key Vault, or Venafi. •Manage PKI and govern certificate issuance, renewal, rotation, revocation, and decommissioning to prevent outages caused by expired certificates. •Automate secret rotation and eliminate hard-coded or embedded credentials in code and pipelines. •Secure managed identities, IAM roles, service principals, and other cloud workload identities using least-privilege access and short-lived credentials. •Integrate non-human identity controls into CI/CD pipelines, DevOps workflows, cloud platforms, and infrastructure-as-code practices. Leadership & People Management Responsibilities: •Lead analysts and engineers by setting standards, priorities, performance expectations, and accountability for program delivery. •Drive cross-functional adoption of service account onboarding, ownership, attestation, and decommissioning practices. Knowledge and Capabilities: •Assess identity risk, analyze complex security issues, and translate findings into practical controls and remediation priorities. •Communicate non-human identity risks, decisions, and program requirements to technical teams, business partners, and audit stakeholders. •Apply Zero Trust and least-privilege principles across machine, workload, cloud, API, and AI agent identities. What You Need: Required Qualifications •Bachelor's degree in Computer Science, Cybersecurity, Information Systems, Engineering, or a related discipline. •Minimum 8 years of experience in identity, cloud, or cybersecurity, including a minimum 3 years of experience focused on machine or non-human identity security. •Hands-on experience with HashiCorp Vault, CyberArk Conjur, Azure Key Vault, Venafi, or comparable secrets management and machine identity platforms. •Experience with PKI, certificate lifecycle management, and automated credential rotation. •Experience securing cloud workload identities and service principals in Azure, AWS, or GCP. •Experience with CI/CD, DevOps, infrastructure-as-code security, people leadership, Zero Trust, and least-privilege controls. Preferred Qualifications •Master's degree in Computer Science, Cybersecurity, Information Systems, Engineering, or a related discipline. •CISSP, HashiCorp Vault, Venafi, or relevant cloud security 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: NoneStryker 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.