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

What You’ll Do:

The Program Manager will be responsible for building and articulating a Distribution Program best-practices framework. In addition, you will serve as an escalation resource, help train internal and external stakeholders on program requirements, compliance and execution serving to optimize Cisco’s Distribution Program. The Program Manager will also oversee the cross-functional work necessary to support our Program. A more detailed list of responsibilities includes the following:

• Review activity applications from distributors to ensure adherence to the program terms and conditions as well as compliance regulations
• Review escalations from Distributors / Internal Cisco Auditors / other Internal Cross-functional teams regarding adherence to the program terms and conditions
• Review exceptions / holds on claims submitted by Distributors
• Monitor payment process for Program to ensure timely payments
• New capability testing for Program tools to ensure stability and desired functionality
• Entering and ensuring correct budget information in Program tools
• Pulling Program reporting and analyzing to develop directed training
• Maintain SharePoint of developed training
• Deliver directed training to specific regions, distributors or individuals to improve adherence to Program terms and conditions
• Development of Quarterly Program Operations Review data and PowerPoint

Who You Are:

While candidates are not required to have all of these experiences/skills, but the ideal candidate skill set will include:

• Channel and/or distribution experience in the IT industry, preferably with a knowledge of program operations
• 2-3 years of project or program management
• Able to quickly understand, articulate and operationalize best practices across a cross-functional team
• Excellent intellectual and analytical skills, including the ability to structure problem statements and be the catalyst for uncovering new and creative ways to solve problems
• Experience in designing/driving complex projects, programs and processes at scale
• Ability to identify trends, perform root-cause analysis and build process efficiencies across our Distribution Program landscape
• A keen understanding of relationship development and influence in highly matrixed environments
• Comfortable in a remote team working environment; self-motivated and results-oriented
• Highly organized, with strong communication and presentation skills, and the ability to influence process adoption
• Experience working in a fast-paced organization; being a self-starter will be critical to success in this role
• Ability to work with large data sets, Excel, reporting pivots and the full Microsoft Office Suite

Who You’ll Work With:

• You will work with a team of Distribution Account Managers who have area responsibility for supporting Distributor sales
• You will report to the Global Distribution Program Leader
• You will also collaborate with the following teams: Distribution Marketing Teams, Regional Distribution Finance, Claim Auditing Team (POP COE), and the related teams at individual Distributors
• We seek someone who has a strong aptitude for teamwork, communication and can handle multiple initiatives globally

Why Cisco

Yes, our technology changes the way the world works, lives, plays and learns, but our edge comes from our people.

• We connect everything - people, process, data and things - and we use those connections to change our world for the better.
• We innovate everywhere - From launching a new era of networking that adapts, learns and protects, to building Cisco Services that accelerate businesses and business results. Our technology powers entertainment, retail, healthcare, education and more - from Smart Cities to your everyday devices.
• We benefit everyone - We do all of this while striving for a culture that empowers every person to be the difference, at work and in our communities.
• Colorful hair? Don’t care. Tattoos? Show off your ink. Like polka dots? That’s cool. Pop culture geek? Many of us are. Be you, with us! #WeAreCisco

#WeAreCisco (This is the Standard and cannot be changed)

#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.