Description
Test and evaluate controls within systems or organizations to ensure proper implementation, functionality and achievement of desired outcomes. Assess the quality of risk management processes to identify security and privacy strengths and weaknesses, developing strategies to address deficiencies. conduct security control assessments, identify vulnerabilities, analyze polices, recommend enhancements, and prepare detailed assessment plans and reports to improve security posture. The Senior Security Controls Assessor position is a highly technical function in the Information Technology (IT) field.
Knowledge, Skills and Abilities
- Ability to independently guide staff in area of specialization to drive business success.
- Ability to provide in-depth insight, advice and expertise to other professionals, management, and external contacts in an assigned functional area.
- Ability to operate as a senior team member and communicate advanced specialized knowledge to team members, leaders, and external stakeholders.
- Knowledge of complex principles and practices for a specialized area of focus.
- Knowledge of information security frameworks: NIST Risk Management Framework (RMF), Health Insurance Portability and Accountability Act (HIPAA), Criminal Justice and Information Services (CJIS), etc.
- Knowledge of network, server, and data storage architecture, operations, and protocols.
- Knowledge of application development methodologies and regulatory regulations.
Minimum Qualifications:
- Graduation from an accredited college or university with a Bachelor's Degree or higher and
- Four (4) years of technical security control assessment, design, information security audit, risk management, policy design and development experience or directly related experience and
- Valid driver's license is required
Preferred Qualifications:
- Possession of one of the following professional certifications: CRISC, CISA or CGRC is preferred.
This position is considered a safety-sensitive position. Candidates who are selected to fill safety-sensitive positions must pass a required drug test as part of the pre-employment background check process.
https://www.cookcountyil.gov/sites/g/files/ywwepo161/files/service/drug-and-alcohol-policy.pdf
Physical Requirements:
Sedentary Work involves exerting up to 10 pounds of force occasionally or a negligible amount of force frequently to lift, carry, push, pull, or otherwise move objects. Sedentary work involves sitting most of the time but may involve walking or standing for brief periods of time.
The duties listed are not set forth for purposes of limiting the assignment of work. They are not to be construed as a complete list of the many duties normally to be performed under a job title or those to be performed temporarily outside an employee's normal line of work.
Group and Voluntary Benefits Offered:
- Medical, Dental, and Vision
- Basic Term Life Insurance
- Pension Plan
- Deferred Compensation Program
- Employee Assistance Program
- Paid Holidays, Vacation, and Sick Time
- Voluntary Benefits
- You May Qualify for the Public Service Loan Forgiveness Program (PSLF)
- For eligible employees the County has a hybrid work environment which allows employees telecommuting and flexible scheduling options.
The County has a hybrid work environment which allows employees telecommuting and flexible scheduling options.
Candidates who are contacted will be required to produce original required documents (e.g., current driver’s license, diploma, school transcript, certifications, etc.) listed on the Notice of Job Opportunity within five (5) days of being extended an offer, in writing, by the Bureau Chief of BHR (or designee). Candidates will be notified of how to submit required documents.
Degrees awarded outside of the United States with the exception of those awarded in one of the United States territories and Canada, must be credentialed by the World Education Services (WES), Educational Credential Evaluators (ECE) or a National Association of Credential Evaluation (NACES) member organization.
Falsification of any information in the application process will result in disqualification, dismissal after hire, and/or placement on the County’s Ineligible for Rehire List for a period of two (2) or five (5) years. For current County employees, such falsification may result in discipline, up to and including termination, and placement on the County’s Ineligible for Rehire List for a period of two (2) or five (5) years. See Cook County Code of Ordinances, Article II, Sections 44-54 Unlawful Practices Relating to Employees and Employment - Penalty, 44-56 Political Discrimination; Cook County Employment Plan, Section V.N. Pre-Interview License and Certification Verification; Supplemental Policy No. 2014-2.13 Ineligible for Rehire List; and Cook County Personnel Rules 3.3(b) (7) (d)
This position requires successful completion of post-offer tests, which may include a background check, drug screen and medical examination.
NOTE: As an internal candidate, should you be offered the position, salary allocations shall abide by the Cook County Personnel Rules.
Must be legally authorized to work in the United States without sponsorship.
Please contact BHR.WorkforceStrategy@cookcountyil.gov for inquiries about this position
EEO Statement
Cook County Government is an Equal Employment Opportunity (“EEO”) employer. Cook County prohibits illegal discrimination and harassment and affords equal employment opportunities to employees and applicants without regard to race, color, sex, age, religion, disability, national origin, ancestry, sexual orientation, marital status, parental status, source of income, housing status, military service or discharge status, gender identity, genetic information, or any other protected category established by law, statute or ordinance as further defined in Chapter 44. Human Resources, Article II. Personnel Polices, Section 44-53 of the Cook County Code of Ordinances and Chapter 42. Human Relations, Article II. Human Rights, Section 42-35 of the Cook County Code of Ordinances.
Social Media Disclaimer
The County’s hiring process is governed by the Cook County Employment Plan which prohibits employment actions from being influenced by any Political Reasons or Factors for Non-Exempt Positions. The advertisement of this position by any individual does not constitute an offer or promise of employment, promotion, or any other employment action and shall not influence the County’s hiring decision. Cook County officials and employees who become aware of or receive a complaint that involves an allegation of Political Reasons or Factors being considered in the hiring process of Non-Exempt positions are obligated to refer the complaint to the Cook County - Office of the Inspector General. If the Cook County Inspector General sustains allegations of Political Reasons or Factors being considered, Cook County will disqualify the Applicant or Candidate from consideration for employment and disciplinary action will be imposed on any involved Cook County employees, if applicable.