Leader, Sales Operations

Job posting may be removed earlier if the position is filled or if a sufficient number of applications are received.

Meet the Team

Join our Incubation and Operations team in the Global Specialist Sales Organization (GSSO). We develop, deliver, and lead compensation and incentive programs that empower and motivate sellers to deliver Cisco's strategic and financial goals. We work across sales, operations, and finance teams.

Your Impact

You will play a pivotal role leading the team responsible for compensation strategy and operations for several Global Specialist Architecture sales teams.

You will partner with Sales, Finance and Strategy & Planning leads in the Architecture team to efficiently develop, build, stage, launch and handle compensation plans aligned to Cisco's and the Architecture's strategic priorities, financial goals, and compensation planning timelines.

You will establish robust, data driven systems and practices for tracking and evaluating the performance of compensation plans. You will use these insights together with industry standards for ongoing iteration and optimization.

Your proactive approach in communication and risk management will keep leaders, stakeholders and cross-functional partners advised, aligned, and empowered to make timely, informed decisions.

As an experienced leader you will have a passion for leading change, delivering outcomes with quality and urgency, and mentor teams to be their best.

You will have experience of embracing AI to empower your workflows or use cases to boost quality and impact of your team.

Minimum Qualifications

• 10+ years of progressive experience in compensation operations management within a global sales organization.

• Experienced with compensation driving IT hardware, software and recurring revenue

• Experienced team leader, with evidence of resilience and adaptability; inspiring sustained team performance, and motivation during major transitions and significant change.

• BA and/ or equivalent practical application of Accounting, Finance, Business operations in context of sales comp strategy, design and execution.

• Experience leading with significant scope (e.g., impacting multiple teams, or spanning multiple geographic regions) in matrixed environments with diverse stakeholder expectations.

Preferred Qualifications

• Demonstrated ability to design, implement, and manage effective compensation plans

• Experience in a global technology company, particularly within sales compensation operations

• Experience with compensation strategy for IT hardware, software and recurring revenue sales

• Professional experience with Cisco products, processes, or organizational structure.

• Excellent written and verbal communication skills, with a proven ability to distill complex information into clear, actionable insights and present effectively to senior leadership.

• Proven track record to navigate complex organizations,build consensus, and drive alignment across global teams.

At Cisco, we're revolutionizing how data and infrastructure connect and protect organizations in the AI era - and beyond. We've been innovating fearlessly for 40 years to create solutions that power how humans and technology work together across the physical and digital worlds. These solutions provide customers with unparalleled security, visibility, and insights across the entire digital footprint.

Fueled by the depth and breadth of our technology, we experiment and create meaningful solutions. Add to that our worldwide network of doers and experts, and you'll see that the opportunities to grow and build are limitless. We work as a team, collaborating with empathy to make really big things happen on a global scale. Because our solutions are everywhere, our impact is everywhere.

We are Cisco, and our power starts with you.

Individual pay is determined by the candidate's hiring location, market conditions, job-related skillset, experience, qualifications, education, certifications, and/or training. The full salary range for certain locations is listed below. For locations not listed below, the recruiter can share more details about compensation for the role in your location during the hiring process.

U.S. employees are offered benefits, subject to Cisco's plan eligibility rules, which include medical, dental and vision insurance, a 401(k) plan with a Cisco matching contribution, paid parental leave, short and long-term disability coverage, and basic life insurance. Please see the Cisco careers site to discover more benefits and perks. Employees may be eligible to receive grants of Cisco restricted stock units, which vest following continued employment with Cisco for defined periods of time.

U.S. employees are eligible for paid time away as described below, subject to Cisco's policies:

• 10 paid holidays per full calendar year, plus 1 floating holiday for non-exempt employees

• 1 paid day off for employee's birthday, paid year-end holiday shutdown, and 4 paid days off for personal wellness determined by Cisco

• Non-exempt employees** receive 16 days of paid vacation time per full calendar year, accrued at rate of 4.92 hours per pay period for full-time employees

• Exempt employees participate in Cisco's flexible vacation time off program, which has no defined limit on how much vacation time eligible employees may use (subject to availability and some business limitations)

• 80 hours of sick time off provided on hire date and each January 1st thereafter, and up to 80 hours ofunused sick timecarried forwardfrom one calendar yearto the next

• Additional paid time away may be requested to deal with critical or emergency issues for family members

• Optional 10 paid days per full calendar year to volunteer

For non-sales roles, employees are also eligible to earn annual bonuses subject to Cisco's policies.

Employees on sales plans earn performance-based incentive pay on top of their base salary, which is split between quota and non-quota components, subject to the applicable Cisco plan. For quota-based incentive pay, Cisco typically pays as follows:

• .75% of incentive target for each 1% of revenue attainment up to 50% of quota;

• 1.5% of incentive target for each 1% of attainment between 50% and 75%;

• 1% of incentive target for each 1% of attainment between 75% and 100%; and

• Once performance exceeds 100% attainment, incentive rates are at or above 1% for each 1% of attainment with no cap on incentive compensation.

For non-quota-based sales performance elements such as strategic sales objectives, Cisco may pay 0% up to 125% of target. Cisco sales plans do not have a minimum threshold of performance for sales incentive compensation to be paid.

The applicable full salary ranges for this position, by specific state, are listed below:

New York City Metro Area:

Non-Metro New York state & Washington state:

* For quota-based sales roles on Cisco's sales plan, the ranges provided in this posting include base pay and sales target incentive compensation combined.

** Employees in Illinois, whether exempt or non-exempt, will participate in a unique time off program to meet local requirements.