• Job Description

  • Manufacturing Engineer - Electrical

    Who You'll Work With

    • Manufacturing Engineer, responsible for supporting and managing the technical challenges with the Manufacturing partners (MPa) and ODM suppliers. Support the various business unit products that manufactured out of the MPa.

    What You'll Do

    • Accountable for the following functions at the manufacturing site
    • Quality Metrics driving/Support Defect Reduction Team
    • Line stops/Purges/Quality issues leadership, process issue judgment ownership
    • Scorecard and QBR(Quarterly Biz Review) inputs ownership (Technical)
    • ECO(Engineering Change Order) and Deviation approvals
    • Factory assembly process readiness for NPI (New Product Introduction)
    • NPI build result review and feedback
    • DFM(Design for Manufacturing) inputs and closures
    • Context Engineer Management
    • Assessment of MPa process technical capability
    • Improvement Initiatives/Value Engineering from process perspective
    • Capacity technical review
    • Technical related quote/cost reviews and inputs
    • Factory quality audits and closures
    • Acts as a technical leader who has significant impact on the business
    • Interacts and works with the Manufacturing Partner to develop good manufacturing plants
    • Provides guidance and support to the team to develop an independent and reliable team to support activities at the site
    • Drive innovative solutions to resolve business challenge and explore factory of the future

    Who You Are

    • Holds an Engineering degree in Electrical/Mechanical with 5 years working experiences in the PCB Assembly industry, deeply understanding the Manufacturing Process Engineering area (SMT/PTH/System Assembly…).
    • Good English and Mandarin language both on written and verbal.
    • Good program management skills and communication skills to be able to be resourceful and able to take a lead in getting the right resource to solve problems at the factory
    • Preferred knowledge in designs for manufacturability, fulfillment and Design Margin analysis / Robustness/Data Analysis/DMAIC

    Why Cisco

    We connect everything: people, processes, data, and things. We innovate everywhere, taking bold risks to shape the technologies that give us smart cities, connected cars, and handheld hospitals. And we do it in style with unique personalities who aren't afraid to change the way the world works, lives, plays and learns. We are thought leaders, tech geeks, pop culture aficionados, and we even have a few purple haired rock stars. We celebrate the creativity and diversity that fuels our innovation. We are dreamers and we are doers. We Are Cisco. *LI-APJ-MC1

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When available, the salary range posted for this position reflects the projected hiring range for new hire, full-time salaries in U.S. and/or Canada locations, not including equity or benefits. For non-sales roles the hiring ranges reflect base salary only; employees are also eligible to receive annual bonuses. Hiring ranges for sales positions include base and incentive compensation target. Individual pay is determined by the candidate's hiring location and additional factors, including but not limited to skillset, experience, and relevant education, certifications, or training. Applicants may not be eligible for the full salary range based on their U.S. or Canada hiring location. The recruiter can share more details about compensation for the role in your location during the hiring process.

U.S. employees have access to quality medical, dental and vision insurance, a 401(k) plan with a Cisco matching contribution, short and long-term disability coverage, basic life insurance and numerous wellbeing offerings. Employees receive up to twelve paid holidays per calendar year, which includes one floating holiday, plus a day off for their birthday. Employees accrue up to 20 days of Paid Time Off (PTO) each year and have access to paid time away to deal with critical or emergency issues without tapping into their PTO. We offer additional paid time to volunteer and give back to the community. Employees are also able to purchase company stock through our Employee Stock Purchase Program.

Employees on sales plans earn performance-based incentive pay on top of their base salary, which is split between quota and non-quota components. 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 up to 125% of target. Cisco sales plans do not have a minimum threshold of performance for sales incentive compensation to be paid.