Chief of Staff, Cisco Workplace Technology product management

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  • Location:
    San Jose, California, US
  • Area of Interest
    Business Strategy and Operations
  • Compensation Range
    146100 USD - 190300 USD
  • Job Type
    Professional
  • Technology Interest
    *None
  • Job Id
    1440770

Meet the Team 

 

Cisco's Switching business, a vital part of the broader Cisco Workplace Technology organization-which includes Switching, Wireless, Routing, IoT, and Collaboration-is seeking a dynamic Operations Manager to help shape its future. a dynamic group focused on innovating and delivering a broad range of network switching solutions that cater to the needs of modern enterprises and hybrid work environments. They develop scalable, secure, and flexible switches across multiple network layers, including access, core, distribution, data center, and industrial Ethernet.

 

This is an outstanding opportunity to work with a cross functional team of product and engineering leaders, business operations, human resources, finance etc. and help organize the future of Cisco Switching. If you are passionate about technology, have a proven track record of driving alignment across teams, able to communicate effectively with leadership and senior executives across multiple functions; this opportunity will offer visibility and impact across Cisco Switching.

 

Your Impact    


As the Chief of Staff to the VP of Cisco’s Switching PM you will play a critical role in driving the effectiveness of our executive leadership. You will be responsible for fostering team alignment with our company's strategic vision and leading all aspects of the execution of pivotal business operations and team engagement activities. This role combines strategic insight with a deep understanding of operational rhythms to ensure our team's objectives are met with precision and agility.


Job Responsibilities: 

    • Manage product portfolio and budget planning, ensuring resources are allocated effectively to support strategic goals.
    • Assist in development and implementation of business strategies to enhance the success of both our cloud and on-premises switching portfolios.
    • Identify key partners, ensure alignment, and collaborate with them at all levels of the organization to foster a culture of transparency and accountability and promote open communication.
    • Establish disciplined processes, detailed project plans, clear timelines, and defined accountability to drive organization-wide operational excellence, delivering key outcomes such as Quarterly Business Outlooks (QBOs), Monthly Business Reviews (MBRs), and Objectives and Key Results (OKRs).
    • Prepare and present progress reports, schedule meetings, supervise action items, and share status to completion and next steps.
    • Identify and implement constant improvement through data analysis, identifying key trends, recognizing challenge areas, suggesting adjustments to stay on track, and preparing reports to enable operational improvement through the strategic management and analysis of business drivers and practices.
    • Support talent review discussions and planning activities, liaison with HR partners on all Cisco best practices to support the team.

 

 

Minimum Qualifications:

    • 7+ years of experience in strategy, operations, or chief of staff roles within technology, research, or data-driven organizations.
    • Bachelors degree with a concentration in Business Administration, communication, management or related field
    • 5+ years experience supporting executives within a technical environment.
    • 3+ years of experience supporting VP+ with Quarterly Business Outlooks (QBOs), Monthly Business Reviews (MBRs), and Objectives and Key Results (OKRs)
    • Current with use of AI tools for productivity gain such as ChatGPT, Gemini or related tool.

 

Preferred Qualifications :  

    • Advanced Education: Master’s degree or equivalent experience is a plus.
    • Leadership Experience: Experience in a leadership role within a complex organization, preferably involving direct support to C-suite executives.
    • Strategic Planning Expertise: Project Management Professional (PMP) certification

 

#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!  


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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