GTM Strategy & Planning Manager
Cisco
About Global Specialists (GS) Strategy, Planning, and Operations (SP&O)
Global Specialists (GS) Strategy, Planning, and Operations (SP&O) is a dynamic, innovative organization where strategy, technology, and analytics converge to enable our sales teams to deliver outstanding customer outcomes. We drive growth by turning data-driven strategy and operational plans into actionable initiatives that shape the future of our business.
We are seeking a best-in class Go-To-Market (GTM) Strategy & Planning Manager to partner with EMEA Security sales leadership and Global Sales Strategy SP&O peers and leaders. This role is instrumental in translating strategy, planning, and operations into measurable sales growth—working closely with the Sales Leadership Team and a broad network of cross-functional stakeholders.
What You’ll Do
- Design and Deliver GTM Strategies: Partner with Sales and Operations leadership to build and execute data-driven GTM plans, frameworks, and business initiatives.
- Business Planning: Support development of Long Range and Annual Strategic plans (yearly/half-yearly) and drive processes to accelerate business outcomes.
- Run the Business: Facilitate the execution of core operational activities, including QBOs, forecasting, leadership offsites, and business performance tracking.
- Insight & Storytelling: Structure ambiguous business challenges, synthesize insights from data, and build compelling, executive-ready presentations and recommendations.
- Analysis & Execution: Conduct complex quantitative and qualitative analyses to inform decision-making and drive execution of high-impact projects.
- Stakeholder Management: Collaborate across teams, manage competing priorities, and align senior stakeholders to common goals.
- Process Improvement: Identify opportunities to streamline processes and adopt best practices that enhance efficiency and impact.
- Change Leadership: Adapt to evolving business needs, take initiative on new challenges, and help lead transformation efforts within a matrixed, fast-paced environment.
Who You Are
- Problem Solver: Creative thinker who can break down complex issues and propose innovative solutions.
- Synthesizer: Expert at structuring ambiguous data, drawing patterns, and testing hypotheses.
- Storyteller: Confident presenting to all levels of the organization, able to make data come alive for both peers and executives.
- Organizer: Effective at prioritizing tasks and resources for maximum impact.
- Trusted Partner: Skilled collaborator with a strong track record of delivering results in a matrixed and cross-functional setting.
- Self-Starter: Proactive, self-motivated, and accountable—always seeking to improve processes and outcomes.
- Growth Mindset: Curious, flexible, and ready to tackle new challenges as business needs evolve.
Qualifications
Required:
- BA/BS degree or equivalent experience (MBA a plus).
- 5-7 years’ experience in sales strategy, planning & operations, or management consulting.
- Demonstrated experience supporting executive leadership in growth planning, running business deliverables, and leading operational activities.
- Proficiency in framing and structuring business problems, prioritizing work, and conducting both qualitative and quantitative analysis.
- Proven ability to produce executive-level presentations and influence decision-makers.
- Strong command of business intelligence (BI) tools; SQL proficiency a plus.
- Excellent written and verbal communication skills; English fluency required.
Preferred:
- Experience developing strategic plans, supporting cross-functional transformation, and driving business alignment.
- Hands-on, data-driven approach—comfortable diving into analysis and surfacing actionable insights.
- Familiarity with sales enablement and operations best practices in a technology or SaaS environment.
What We Offer
- A dynamic and inclusive environment at the intersection of technology, sales, and innovation.
- The opportunity to impact global business strategy and drive meaningful results.
- Competitive compensation and benefits package, including opportunities for growth and advancement.
- Collaborative team culture with flexible working arrangements.
#WeAreCisco
#WeAreCisco where every individual brings their unique skills and perspectives together to pursue our purpose of powering an inclusive future for all.
Our passion is connection—we celebrate our employees’ diverse set of backgrounds and focus on unlocking potential. Cisconians often experience one company, many careers where learning and development are encouraged and supported at every stage. Our technology, tools, and culture pioneered hybrid work trends, allowing all to not only give their best, but be their best.
We understand our outstanding opportunity to bring communities together and at the heart of that is our people. One-third of Cisconians collaborate in our 30 employee resource organizations, called Inclusive Communities, to connect, foster belonging, learn to be informed allies, and make a difference. Dedicated paid time off to volunteer—80 hours each year—allows us to give back to causes we are passionate about, and nearly 86% do!
Our purpose, driven by our people, is what makes us the worldwide leader in technology that powers the internet. Helping our customers reimagine their applications, secure their enterprise, transform their infrastructure, and meet their sustainability goals is what we do best. We ensure that every step we take is a step towards a more inclusive future for all. Take your next step and be you, with us!
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.