Strategy, Planning & Operation Manager
Cisco
Roles of Japan Strategy & Planning Manager:
This position will support Japan Strategy, Planning & Operation leader and work with Japan Senior Leadership Team closely. Japan Strategy, Planning, and Operations team responsible for driving both topline growth and profitability improvement through connecting strategic visions and day-to-day business management. The team’s role has six pillars. This position will mainly focus on GTM Model Evolution, Market and Business Intelligence and Company-wide project management supported with Strategy, Planning & Operation manager.
Growth Strategy:
l Articulate and evolve Country-level strategies continuously to achieve market-beating topline growth in a profitable manner
l Align all organizations in Cisco Japan under the umbrella of Country-level strategies
l Incubate strategic initiatives such as new partnership and alliances
GTM Model Evolution:
l Lead market segmentation to design sales coverage model targeted to the needs of specific customer segments
l Play PMO role in cross-functional initiatives targeted to drive company-wide transformation toward recurring business model
l Manage multi-year transition of the changes
Resource Planning and Mobilization:
l Allocate resources across Cisco Japan based on the strategic priorities and growth prospects in changing market environment
l Design and execute organizational structure changes
l Set goals and incentives to all sales agents to drive desired outcome
l Drive sales training and skill development efforts to enable both short-term growth and long-term transformation
l Lead productivity improvement initiatives
Management Review Cadence:
l Organize regular business reviews as the key Plan-Do-Check-Action cycle to supervise businesses across Cisco Japan, solve problems in a timely manner, and enable progresses
l Provide update to the Worldwide and APJC leadership
Market and Business Intelligence:
l Collect, analyze, and share key insights to enable informed decisions at all levels
l Monitor alarming signs on business performance, market share, and competitors to trigger alerts and call to actions in a timely manner
Company-wide project management:
l CSet up and facilitate meetings and check the progress of each task for projects involving various departments within the company
l Appropriately assess project status and share the status and request support from Cisco Japan/Global leadership teams when necessary
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 (for non-exempt employees), plus a day off for their birthday. Non-Exempt new hires accrue up to 16 days of vacation time off each year, at a rate of 4.92 hours per pay period. Exempt new hires participate in Cisco’s flexible Vacation Time Off policy, which does not place a defined limit on how much vacation time eligible employees may use, but is subject to availability and some business limitations. All new hires are eligible for Sick Time Off subject to Cisco’s Sick Time Off Policy and will have eighty (80) hours of sick time off provided on their hire date and on January 1st of each year thereafter. Up to 80 hours of unused sick time will be carried forward from one calendar year to the next such that the maximum number of sick time hours an employee may have available is 160 hours. Employees in Illinois have a unique time off program designed specifically with local requirements in mind. All employees also have access to paid time away to deal with critical or emergency issues. We offer additional paid time to volunteer and give back to the community.
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.