Customs Manager

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  • Location:
    Hanoi, Vietnam
  • Alternate Location
    Ho Chi Minh City
  • Area of Interest
    Finance
  • Job Type
    Professional
  • Technology Interest
    *None
  • Job Id
    1432723

Customs manager

Join Cisco's Global Tax and Customs Team (GTC) as a key member of our Customs organization in Hanoi, Vietnam. This role is pivotal in ensuring compliance with both Vietnam and global/regional customs laws and regulations, while optimizing customer satisfaction and enhancing Cisco’s profitability. The position reports directly to the APJC Regional Customs Manager and collaborates closely with the ASEAN Customs Manager.

Responsibilities:

  • Ensure compliance with customs laws and regulations in Vietnam and globally, focusing on customer satisfaction and profitability.
  • Collaborate with cross-functional teams, business partners, and service providers for seamless customs clearance.
  • Stay informed on legal and regulatory changes, providing strategic analysis and solutions.
  • Work with Cisco Governmental Affairs, Legal Counsel, customs, and other authorities to develop supportive policies.
  • Manage reporting and submissions to government authorities and oversee import licenses and permits.
  • Conduct data analysis for various initiatives and engage with customs authorities to resolve issues.
  • Drive global customs policies through audits and training, and represent Cisco in external forums.
  • Participate in mergers, acquisitions, divestitures, and other projects.

Qualifications:

  • BA/MBA/Legal degree with 7-8 years of experience in a high-tech, fast-paced environment, preferably in an MNC.
  • Experience managing customs clearances for technology goods in Vietnam and the APAC region.
  • Understanding of customs regulations under Export Processing Enterprises (EPE).
  • Familiarity with importing Civil Cryptography Products and Cyber Security Products, including certification requirements.
  • Advanced knowledge of WTO and WCO agreements, valuation, country of origin rules, HTS classification, and duty-saving schemes.
  • Experience with customs audits, internal and external, including challenges and appeals.
  • Knowledge of national and international trade regulations, aligning customs/trade functions with business goals.
  • Familiarity with transfer pricing, GST rules, and export control regulations.
  • Excellent communication, presentation, and teamwork skills.
  • Advanced skills in Microsoft Office, statistical analysis, and financial modeling.
  • Project management abilities across diverse teams and geographies.

Why Cisco

WE ARE CISCO

#WeAreCisco, where each person is unique, but we bring our talents to work as a team and make a difference. Here’s how we do it.

We embrace digital, and help our customers implement change in their digital businesses. Some may think we’re “old” (30 years strong!) and only about hardware, but we’re also a software company. And a security company. A blockchain company. An AI/Machine Learning 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, we give our egos a break and we give of ourselves (because giving back is built into our DNA.) We take accountability, we take bold steps, and we take the difference to heart. Because without diversity of thought and a dedication to equality for all, there is no moving forward.Fluency in Vietnamese and English.

#WeAreCisco

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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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