Apprentice Corporate Social Responsibility - Project Coordinator

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  • Location:
    Paris, France
  • Area of Interest
    Project or Program Management
  • Job Type
    Apprentice
  • Technology Interest
    *None
  • Job Id
    1437224

POSITION: CSR PROJECT COORDINATOR

Start Date: September 2025

Duration: Ideally 1-2 years

Location: Paris office (Hybrid)

About Cisco Systems Inc.: Cisco Systems Inc. is a globally recognized leader in connectivity and cybersecurity solutions for both businesses and individuals.

Cisco CSR France is structured around five key pillars: inclusion & diversity, training & professional integration, eco-responsibility, innovation & access to technologies, and local involvement & solidarity. In France, Cisco has embraced the principles of "social business," empowering employees to evolve CSR initiatives for greater impact through the Impact program. This approach encompasses over thirty intrapreneurial projects ranging from volunteering with associations to developing applications integrated into Cisco products and services across digital transformation, education, and the environment.

Role Overview: As a CSR Project Coordinator, you will assist the Impact Project Manager and collaborate with employees involved in CSR processes.

Key responsibilities:

Project Management & Program Direction: 
  • Engage and unify the network of intrapreneurs.
  • Participate in referencing work with French associations and the Cisco Foundation.
  • Manage relationships between Cisco association leaders and external associations, including implementing "giving, matching, volunteering" actions.
  • Coordinate budget management and maintain dashboards.
  • Coordinate impact activities on behalf of the Country Leadership Board & Cisco France.
  • Plan and measure yearly actions, enriching and supervising performance indicators.
  • Propose critical initiatives for the program.
  • Develop strategic partnerships within the innovation and social value ecosystem.
Event management:
  • Plan and handle yearly events in partnership with CLB & internal partners such as Digital Impact Office, People & Communities, Marketing, Communication, Government Affairs, and Engineering.
  • Participate in corporate internal events to highlight CSR content & initiatives.
  • Coordinate and facilitate key CSR events including Talents Connection, Connected Girls, and Diversity Week.
  • Lead logistics including participant invitations, room reservations, catering, and event implementation.
Communication:
  • Enhance internal communications through Intranet management, Webex community management, and coordination with corporate communication teams.
  • Promote CSR initiatives to boost employee participation through physical events like bi-weekly CSR coffee hours.
  • Govern the editorial committee in collaboration with communication and marketing teams.
  • Develop a critical communication plan to integrate CSR into:
  • Cisco France's institutional communication messages to external audiences.
  • Employer branding towards universities, schools, and political decision-makers.
Minimum qualifications:
  • Accountability and team collaboration in a dynamic environment.
  • Strong writing and interpersonal skills.
  • Proficient communication skills.
  • Proficient in English and French.
Preferred qualifications:
  • Curiosity about Sustainable Development, CSR, Social and Solidarity Economy, or Innovation.
  • Ability to interact autonomously with Cisco Systems France and international entities.
  • Flexibility, adaptability, and anticipation.
  • Autonomy and initiative.
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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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