1441079 - Commerce Operations Senior Director

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  • Location:
    Offsite, San Jose, California, US
  • Alternate Location
    Dallas Fort Worth, TX
  • Area of Interest
    Business Strategy and Operations
  • Compensation Range
    246700 USD - 310800 USD
  • Job Type
    Professional
  • Technology Interest
    *None
  • Job Id
    1441079

The position is expected to remain available until May 29, 2025, but may close sooner if an adequate number of applications are received. 

Why You’ll Love Cisco

We change the World; you will become passionate about your employer and the brand you represent. Everything is converging on the Internet, making networked connections more meaningful than ever before in our lives. Our employees' groundbreaking ideas impact everything. Here, that means we take creative ideas from the drawing board to dynamic solutions that have real world impact. You'll collaborate with Cisco leaders, partner with mentors, and develop incredible relationships with colleagues who share your interest in connecting the unconnected. You'll be part a team that cares about its customers, enjoys having fun, and you'll take part in changing the lives of those in our local communities. Come prepared to be encouraged and inspired. At Cisco, we know that technology can connect, empower, and drive us. Our mission is to simplify technology so our customers can focus on what's most meaningful to them. We stand for an inclusive future for all.

We are seeking a highly qualified and strategic Commerce Operations Senior Director to lead our process mining initiative within the operations department. The ideal candidate will drive the deployment of process mining tools to optimize our quote-to-cash cycle, reduce cycle times, enhance partner and customer experiences, and implement automation strategies to maximize ROI.

Key Responsibilities:

The role centers around developing and implementing critical initiatives aimed at enhancing operational excellence through process mining. This includes aligning these initiatives with broader business objectives to drive efficiency and effectiveness across workflows. A key focus is on deploying process mining tools within the quote-to-cash workflow to identify and address bottlenecks and inefficiencies, ensuring seamless integration and optimal utilization of these technologies.

Collaboration is central to the role, particularly with regional process managers and component owners, to map existing business processes comprehensively. This involves documenting both systematic and manual processes, providing a clear foundation for identifying inefficiencies and opportunities for improvement. By analyzing these processes, the goal is to achieve significant reductions in cycle times, thereby improving overall operational efficiency.

Another critical responsibility is enhancing the partner and customer experience. This is achieved by simplifying processes, removing unnecessary steps, and developing strategies that focus on ease of use and satisfaction. In parallel, opportunities for automation are identified, prioritizing those that offer the highest return on investment to drive cost savings and operational efficiencies.

A control tower framework is established to monitor process performance, ensuring transparency, accountability, and governance. This eliminates the need for ad hoc reporting by creating a single source of metrics reporting within the process mining tools. Complementing this is the implementation of alert systems to advise teams of process backlogs or defects, such as delays in order invoicing, allowing for timely intervention.

The role also emphasizes fostering a culture of continuous improvement by regularly reviewing processes, gathering feedback, and implementing necessary changes. This includes identifying areas for optimization, proposing solutions, and executing changes to enhance process efficiency. A focus on achieving "perfect order" involves understanding the reasons for manual touches on orders and suggesting solutions to minimize these interventions.

Stakeholder engagement is a key aspect of this role, requiring collaboration with multi-functional teams to gather data, analyze findings, and present actionable insights. By aligning these efforts, the overarching aim is to improve process performance, streamline operations, and deliver measurable business value.

Qualifications:

  • 15 years of experience in leadership operations and driving process improvement
  • 2 years of experience in Artificial Intelligence 

Preferred Qualifications:

  • Expertise in process mining tools and methodologies.
  • Knowledge documentation experience.
  • IT and Business background.
  • Track record of delivering business outcomes.
  • Experience in creating and managing commerce systems. 
  • Familiarity with quote-to-cash processes and operations & process optimization.
  • Experience in deploying automation solutions and achieving significant ROI.
  • Excellent communication and leadership skills to manage cross-functional teams and drive change.

At Cisco, we’re revolutionizing how data and infrastructure connect and protect organizations in the AI era – and beyond. We’ve been innovating fearlessly for 40 years to create solutions that power how humans and technology work together across the physical and digital worlds. These solutions provide customers with unparalleled security, visibility, and insights across the entire digital footprint. Simply put – we power the future. 

Fueled by the depth and breadth of our technology, we experiment and create meaningful solutions. Add to that our worldwide network of doers and experts, and you’ll see that the opportunities to grow and build are limitless. We work as a team, collaborating with empathy to make really big things happen on a global scale. Because our solutions are everywhere, our impact is everywhere. 

We are Cisco, and our power starts with you. 

We are Cisco, and our power starts with you. 

 

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.

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