Leader, Partner Sales

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  • Location:
    Bangkok, Thailand
  • Area of Interest
    Sales - Product
  • Job Type
    Professional
  • Technology Interest
    *None
  • Job Id
    1435112
What You'll Do

The Manager Partner Operations (MPO) will manage a high-performing team responsible for scaling Cisco’s growth and profitability levers with partners. S/he will develop partner strategies and propose initiatives to increase sales of Cisco solutions, focusing on partner growth, profitability, and dedication. S/he will also hire, develop, and retain quality contributors that bring a diverse perspective and background to Cisco. 
  

Who You'll Work With

The leader will align to Partner leaders and to cross-functional Cisco teams, including the field sales organizations, Customer Experience (CX) teams, and Partner architecture sales teams. 
 

Who You Are 
  • The successful candidate will be an experienced sales/channel leader with an extensive track record of excellence with the following capabilities: 
  • The ability to organize, motivate, virtually lead, and influence, across the functional and business unit organizations of Cisco.  
  • Has a deep knowledge of partner business models and how they provide customer value 
  • Understands large business organizations, their business buying cycles, and how to transform businesses through technology 
  • Is passionate about building high performing teams 
  • Has 7+ years of sales/channel management experience with major partner accounts 
  • Exhibits a leadership mind-set with the ability to set direction and guide others 
  • Excellent communication skills and ability to persuade - using simple communications that convey complex concepts in a compelling, concise, inspiring and creative way. 
  • Has experience working in large, complex organizations.  
  • Has proven success, record of high performance, and strong leadership skills. 
  • Enjoys working in a fast-paced changing environment. 
  
Why Cisco

#WeAreCisco, where each person is unique, but we bring our talents to work as a team and make a difference powering an inclusive future for all. 

We embrace digital, and help our customers implement change in their digital businesses. Some may think we’re “old” (36 years strong) and only about hardware, but we’re also a software company. And a security 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, give our egos a break, and give of ourselves (because giving back is built into our DNA.) We take accountability, bold steps, and take difference to heart. Because without diversity of thought and a dedication to equality for all, there is no moving forward.

So, you have colorful hair? Don’t care. Tattoos? Show off your ink. Like polka dots? That’s cool. Pop culture geek? Many of us are. Passion for technology and world changing? 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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