OT Supplier Program Manager

Apply
  • Location:
    Offsite, RTP, North Carolina, US
  • Alternate Location
    Remote
  • Area of Interest
    Project or Program Management
  • Compensation Range
    109300 USD - 145200 USD
  • Job Type
    Professional
  • Technology Interest
    *None
  • Job Id
    1448507
   
The application window is expected to close on: Oct 6th 2025

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

Meet the Team 

The OT Supplier Program allows Cisco to partner with industrial partners and their integrators, moving beyond traditional IT collaborations. This program enables OT suppliers to utilize Cisco's industrial portfolio, including products and expert guidance, helping to tackle business challenges, reduce costs, and create new customer opportunities. OT Suppliers work with integrators in a three-tier sales strategy to address industrial networking challenges for new and existing Cisco customers. By managing inventory efficiently, they reduce lead times and enhance customer satisfaction with tailored Cisco Industrial Networking solutions and dedicated support.

Your Impact

All Program responsibilities in partnership with the Go-To-Market team to identify strategic OT Partners and build Executive alignment to drive incremental bookings while lowering SG&A costs for FY26 through Industrial integrators. Consistently evolve the enablement plan to make sure we continuously grow these partnerships working closely with internal stakeholders and Partner Executives to build our strategic model to onboard a network of 3-tier integrators to help build a global supply chain aligned with various industrial vertical requirements.

Minimum Qualifications 

  • Knowledge of Cisco Channel Programs, Industrial Networking, Meraki Physical Security, OT Secure Firewalls, and UPOE+ Catalyst Switching
  • 3+ years of experience managing channel partnerships and driving various Routes to Market (RTM) strategies to drive business growth.
  • 3+ years of experience leading complex growth initiatives, business transformations, or strategic partnerships involving large cross-functional teams
  • Project management experience, with a track record of working cross-functionally to achieve program objectives and drive process improvements.

Preferred Qualifications: 

Experienced Program Manager, highly organized, detail-oriented with expertise in Global Program Management, Channel Sales, Distribution, Business Development, or Channel Partner Management for Operational Technology including Industrial Networking, Physical Security and Future-Proofed Workplaces.

  • 3+ year’s in Partner recruitment, onboarding, and enablement within Industrial technology, operational technology, physical security, OT security, and connected buildings.
  • 3 + years’ experience in managing the transition of partners to new program models, including onboarding and enablement.
  • Experience obtaining stakeholder approvals and coordinating with finance, programs, distribution, and decision councils.
  • Experience in managing the transition of partners to new program models, including onboarding and enablement.
  • Global Program experience with a track record of working cross-functionally to achieve program objectives while driving incremental growth.
  • Ability to work independently and collaboratively in a fast-paced environment
  • Strong negotiation and communication skills.
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.

Share

Apply