What are the responsibilities and job description for the IT Administrator 1 - Infrastructure & Endpoint position at Summit Credit Union?
Summary
Deliver a repeatable, predictable, and secure endpoint experience for all credit union employees regardless of OS or device type, whether physical, virtual or cloud based. Implementing a high degree of automation to promote efficiency and continuous adoption of modern operating management techniques. Maintaining a secure environment through a rigorous patching and controls program around all endpoints, networks and network attached devices. Recommends and implements improvements to endpoint architecture and design. Responsibilities include solution design, engineering and support, project delivery, problem resolution and operational support across the credit union. Responsible for ensuring execution and adherence to maintaining a secure and optimized infrastructure.
Expected Outcomes
- Database of enterprise technology assets is accurate and dynamically updated
- Innovative technology solutions are recommended and implemented; solutions contribute to strategic IT and business goals
- Co-workers have a positive technology experience, enabling them to efficiently perform their duties
- Support tickets are actively monitored, addressed, and resolved.
- Individual and team goals are achieved.
- Communications are clear, transparent, and explain the "why" when sharing changes
- Team demonstrates a commitment to root cause analysis and resolution of issues.
- Touchless provisioning for new endpoint devices is established and maintained, utilizing enterprise automation tools for hands-free deployment, administration, and revocation.
- Security patching, software deployment, and configuration changes across all supported operating systems are automated.
- Compliance with established policies and procedures is ensured, maintaining the integrity of the asset inventory.
- Endpoint vulnerabilities are remediated and reported on in a timely manner, meeting or exceeding organizational guidelines.
- Documentation standards are developed and maintained
- Group Policy for endpoints and end-user experience is managed effectively.
- Metrics on team performance and system effectiveness are developed and published, supporting a culture of transparency.
Capability Requirements
Why Summit?
At Summit we cover more ground, give more back and have more fun. Come be a part of something bigger!
The above information on this description has been designed to indicate the general nature and level of work performed by employees in this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all outcomes, responsibilities and qualifications required of employees assigned to this job.
Physical Demands of Position : While performing the duties of this position, the employee is required to sit, stand and walk, use hands and fingers. The employee occasionally must reach above and below shoulder level, and lift / push / pull and / or carry up to 10 pounds.
Environmental / Working Conditions : Works in a typical administrative setting with climate control and appropriate lighting. Travel to branches requires exposure to outdoor and traffic conditions.
Equipment Used : Variety of office equipment (telephone, printer, pc, mobile devices, etc).
EEO Statement : At Summit Credit Union, we are committed to providing Equal Employment Opportunity regardless of race, color, religion, sex, age, national origin, disability, military and veteran status, sexual orientation, gender identity, marital status or any other characteristic protected by local, state, or federal law. We embrace diversity and believe that inclusion is critical to our success as a credit union. Different makes us better. Employment decisions are made based on qualifications, merit, and business need.
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)
