Cisco is inspiring today's talent for tomorrow's Cisco. We are developing strategies that accelerate capability in Cisco's business and in our employees by transforming Cisco's talent, leadership, culture, and organization. To that end, we are actively searching for a subject matter expert in the area of Compensation Design for our diverse, global Sales organization.

As the leader in the Sales Incentive Compensation Strategy & Execution organization, this role will support Cisco’s most important and transformational work to ensure the company’s continued growth and future success.

• Drive global analysis and incentive compensation design for global selling organization - ~20k sellers
• Drive consistency and simplicity in sales incentive compensation strategy
• Deliver new incentive compensation strategy(s) to support the transformation from a TCV focused Sales organization to a recurring revenue focused selling organization
• Deliver compensation programs with disciplined and compliant execution
• Orchestrate sales incentive compensation design working through a global, matrixed team
• Provide insights and analysis needed to ensure incentive compensation plan designs will drive the desired commercial outcomes
• Collaborate with all sales incentive comp teams to support end to end execution

• Proven leader who has driven change in a global and complex matrixed environment
• Experienced compensation design professional
• Industry SME with extensive knowledge of recurring revenue business model
• Master influencer who can drive change at all levels of the organization

• Bachelor’s Degree in Finance or other related field of study
• 10+ years of Sales Operations, Sales Compensation or relevant analyst/consultant experience
• Excellent presentation and executive influence skills
• Consulting background in compensation, sales compensation or business strategy/execution
• Leader who knows how to implement long-term transformational change
• Experience working in or successfully transforming a sales organization to recurring revenue-based sales incentive compensation plans

#WeAreCisco, where each person is unique, but we bring our talents to work as a team and make a difference powering an inclusive future for all.

We embrace digital, and help our customers implement change in their digital businesses. Some may think we’re “old” (36 years strong) and only about hardware, but we’re also a software company. And a security 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, give our egos a break, and give of ourselves (because giving back is built into our DNA.) We take accountability, bold steps, and take difference to heart. Because without diversity of thought and a dedication to equality for all, there is no moving forward.

So, you have colorful hair? Don’t care. Tattoos? Show off your ink. Like polka dots? That’s cool. Pop culture geek? Many of us are. A passion for technology and world changing? Be you, with us!

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 pays at the standard rate of 1% of incentive target for each 1% revenue attainment against the quota up to 100%. Once performance exceeds 100% quota attainment, incentive rates may increase up to five times the standard rate 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.