Director, Collaboration Strategy, Planning, & Operations

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  • Location:
    Offsite, Boston, Massachusetts, US
  • Alternate Location
    US Remote, UK Remote
  • Area of Interest
    Sales - Product
  • Compensation Range
    213400 USD - 269200 USD
  • Job Type
    Professional
  • Technology Interest
    *None
  • Job Id
    1443051

The application window is expected to close on: June 18th, 2025

Job posting may be removed earlier if the position is filled or if a sufficient number of applications are received.


Meet the Team

Our Global Specialists is a dynamic organization, where innovation and technology come together to deliver customer outcomes. We need a world class Sales Planning & Operations leader who can design that plan to make our sales teams do just that. We are seeking a best-in-class Director, Collaboration SP&O professional to lead our team.


Your Impact

You will lead & manage a team, shape strategy, build & implement operational plans, drive key initiatives that translate into sales growth in partnership with the Sales Leadership Team and cross functional partners.

Role & Responsibilities include:

  • Conduct strategic, data-driven analyses to inform new GTM models that support growth and scale of the global business.
  • Leverage GTM growth levers against market share to instrument growth driven programs in the business.
  • Lead the global or/and regional sales plan, target setting, coverage models, capacity, segmentation to drive GTM strategy, growth, and productivity.
  • Assess how best to spend a $1 of coverage against what customers, regions, products to enhance output, including key strategic questions around renewals, customer success, and field roles.
  • Map sales motions to best serve our customers, creating an enablement journey to ensure they have the capabilities to be succeed.
  • Design and deliver a compensation plan to best meet financial objectives.
  • Tell the business story in both what we do and what we will do to senior executives across product business unit and executive leadership teams.
  • Proactively interact with cross-functional teams to better understand strengths and opportunities in the business, while aligning to action.
  • Lead a direct (first and second line) & matrixed team with a focus on priorities, empowerment, and accountability to achieve results; develop and grow your team through exposure, coaching and visibility; recognize and reward.

Minimum Qualifications

  • 5+ years' experience in a combination of sales strategy, operations, or management consulting.
  • Collaboration domain experience is required.
  • Proven people leadership experience is required.
  • Minimum BA/BS; MBA a plus.

Preferred Qualifications

  • SaaS revenue operations experience preferred.
  • Demonstrable experience partnering with executive sales leaders to achieve growth targets.
  • Extensive experience working directly with Executive leadership and steering Executive alignment across multiple functional areas.
  • Ability to motivate and lead cross-functional teams by example, even when challenges are extremely complex, and solutions are unclear.
  • Consistent track record in cross-functional collaboration, establishing relationships and driving successful outcomes in a matrixed environment.
  • Strong communications & influencing skills, experience speaking publicly & working with partners at all levels, producing exec level content and conducting executive conversations.
  • Strong in framing & structuring business problems, prioritizing the effort, conducting complex quantitative and qualitative analysis, building an exec level story complete with recommendations.
  • A learn it all with a growth mindset. Curious and flexible, you enjoy variety and are willing to tackle different roles/responsibilities as business needs evolve.
  • You love a challenge, you've always got your teammate's ask, and you're inspired working with others to achieve success.
  • Fail forward attitude, leads as a natural innovator in the face of change and adversity.
  • Data expert that is able to see the heart of the results or opportunities to drive action.

Cisco is an Affirmative Action and Equal Opportunity Employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, gender, sexual orientation, national origin, genetic information, age, disability, veteran status, or any other legally protected basis.
Cisco will consider for employment, on a case by case basis, qualified applicants with arrest and conviction records.

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. 

 

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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