What You’ll Do (Roles & Responsibilities)

As AI applications grow in complexity, the importance of developing innovative power delivery and power efficiency solutions becomes paramount. These advancements are essential to meet the increasing computational demands while ensuring sustainable energy use. At Cisco, we continue to develop ground-breaking technologies and customer solutions to lead the networking industry. Staying informed about industry trends in power delivery solutions, power supply vendors development and roadmaps, is crucial for maintaining Cisco’s competitive advantage and fostering technological growth.

As a Component Engineering (CE) leader, your role involves managing a global component engineering team focused on front-end power supply. It is essential to have a robust understanding and practical experience in the intricacies of switching power supply technology. Your ability to innovate, adapt to technological advancements, and develop a strong and diverse engineering team will be invaluable as Cisco continues to excel in the industry.

Your responsibilities as CE Team Leader include (not limited to):

Vendor Base Management: Analyze existing vendors’ technology and quality capabilities, aligning them with Cisco’s business needs. Maintain strong relationships with vendor executives for strategic alignment and assess new suppliers based on business requirements.

1. FEP Technology Roadmap: Understand high-efficiency, high-power-density power system architecture. Research new topological structures and control algorithms to address key technical challenges in efficiency, power density, and design robustness, promoting new technologies in the roadmap.
2. FEP Design and Manufacturing Excellence: Ensure designs meet technical requirements by setting benchmarks for design margin measures to quantify robustness under various operating conditions and worst-case scenarios. This includes analyzing circuitry tolerance, component stress measures against safe operating areas (SOA), firmware control logic, transient operations, and redundant evaluations. Oversee the end-to-end manufacturing process for complex power supply units, ensuring sustainable manufacturing readiness through thorough Manufacturing Readiness Reviews (MRR) and quality control assessments.
3. Quality Management: Lead teams in managing quality risks, conducting root cause analysis, and developing preventive solutions to ensure customer satisfaction. Manage alternate sourcing and qualification to minimize business impact during supply chain constraints. Having a deep understanding of key sub-tier components in power supply design helps ensure the selection of advanced components from quality suppliers through adequate evaluation understanding their impact on circuitry performance and stability.
4. Resilient Supply Chain: Adhere to company policies for geographic risk mitigation by assessing supply dependence risks and leading comprehensive risk mitigation plans, including site capability assessments and quality qualifications to ensure long-term resiliency.
5. Team Development: Lead and develop a strong and effective global power component engineering team to
6. Collaboration with strong communication skills: Build relationships with internal cross-functional teams, including business units leader, engineers from different disciplines, suppliers engineering leaders, and supply chain stakeholders including Contract . Communicate complex ideas effectively, anticipate objections, and persuade others at senior levels to adopt different viewpoints.

Who You'll Work With

You'll report into the Component Quality and Technology (CQT) team part of the Global Supply Management (GSM) within the Supply Chain Organization. You will be a part of a diverse team that seamlessly blends different levels of expertise in several areas of semiconductor and systems design combining traditional knowledge with groundbreaking data analytics techniques to tackle increasingly sophisticated problems. You will regularly engage with Cisco Business Units as your partners and customers, Suppliers of the commodity space you are managing and extended Supply Chain functions including Global Supply Management, Product Operations and Global Manufacturing Organization.

Who You Are

You are a highly motivated candidate with a solid background in switching power supply and extensive experience in people management. You are passionate about fostering business and team growth, collaborates and communicates effectively. You should quickly learn across multiple disciplines and adapt to a dynamic, fast-paced environment. A "can do" attitude, independent thinking, and the ability to communicate complex technical issues effectively across all leadership levels are essential qualities to deliver advanced power solutions for Cisco products.

Minimum requirements:

Education & Experience:

• Minimal BSEE/MSEE or equivalent, Master degree is preferred
• 15+ years of experience in power supply design for networking or computing equipment.
• 5+ years of people management experience on a global team
• Technical Expertise:
• Expert knowledge in high efficiency and density power supply design and qualification
• Proven experience on product reliability evaluation and qualification.

Experience in leading failure analysis and quality improvement activities.

• Strong analog circuit design skills, including tolerance analysis, electrical and thermal stress analysis, loop stability analysis etc.
• Rich experience on characterizing power semi-conductors in power converting topology.
• Knowledge of thermal design principles and their effects on application and components.
• Knowledge of digital control architecture for power converter and validation approaches for firmware robustness.
• Good at technical review for DFM (Design for Manufacturing), and manufacturing readiness.
• Proficiency in PCB/PCBA fabrication and assembly techniques, as well as modularized PCBA attaching technologies.
• Proven experience on working with cross-functional teams to generate requirements documents and conduct root cause failure analysis.

Presentation & Communication:

• Experience presenting to large product teams, often at senior levels

Quality Management:

• Competency in SPC, Cpk, dFMEA & pFMEA, 8D/Corrective Action, Design of Experiments (DOE)
• Knowledge of methodology for Lean and continuous quality improvement.

Why Cisco

WE ARE CISCO

#WeAreCisco, where each person is unique, but we bring our talents to work as a team and make a difference. Here’s how we do it.

We embrace digital, and help our customers implement change in their digital businesses. Some may think we’re “old” (30 years strong!) and only about hardware, but we’re also a software company. And a security company. A blockchain company. An AI/Machine Learning company. We even invented an intuitive network that adapts, predicts, learns and protects. No other company can do what we do – you can’t put us in a box!

But “Digital Transformation” is an empty buzz phrase without a culture that allows for innovation, creativity, and yes, even failure (if you learn from it.)

Day to day, we focus on the give and take. We give our best, we give our egos a break and we give of ourselves (because giving back is built into our DNA.) We take accountability, we take bold steps, and we take the difference to heart. Because without diversity of thought and a dedication to equality for all, there is no moving forward.

We are an equal opportunity employer and value diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.

Message to applicants applying to work in the U.S. and/or Canada:

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.