Operations Manager - Partners / Distribution

Apply
  • Location:
    Oeiras, Portugal
  • Area of Interest
    Business Strategy and Operations
  • Job Type
    Professional
  • Technology Interest
    Big Data, Analytics
  • Job Id
    1432548

The Role

The Operations Manager is the bridge between (EMEA Commerce) Operations organization and Cisco’s client (Partner/Distribution/Customer/ Field) experience.

As the trusted advisor to our clients, the Operations Manager is responsible for providing operational expertise and being accountable for the execution of performance management, enablement, readiness, and advocacy in areas that would save time and effort for our clients. Operational Managers also articulate Operations’ strategy and represent client experience and requirements.

The individual possesses the ability to identify automation opportunities, translate them into actionable digital use cases, and leverage AI to implement solutions that drive efficiency and innovation.

The Operations Manager achieves the above by ensuring close collaboration with cross-functional teams, including Commerce Operations Global Delivery Centers team. They improve workflows and minimizes points of friction, manage, and facilitate client expectations, problem solve for clients, and use their voice and data insights to drive the experience and influence simplification and efficiency across specified services.

The Operations Manager will be responsible for driving AI and digitization initiatives by improving intent detection through testing and refining knowledge bases. They will oversee knowledge curation to ensure accurate and effective information dissemination and will enable and support partners in adopting AI technologies, including conducting partner demos. Additionally, the Operations Manager will collect and analyze use cases from partners to foster continuous improvement and innovation.

The Operations Manager will also support the implementation of new partner program Partner 360 by understanding program details and enabling partners for a seamless & successful transition.

An Operations Manager’s Competencies

  • Proficiency in feeding and leveraging AI models to optimize and enhance internal productivity workflows
  • Client Centricity – building strong partnerships with clients to understand their personas, business priorities, goals, and operational top of mind (understanding their structure, systems, requirements, and challenges)
  • Experience Design – developing Ops Plans for clients which tie their goals to Operational goals and drive client productivity, profitability, and experience
  • Operational Advisory – advocating and consulting on operational resources, driving process/tool/support model changes that improve the client experience, promote client self-sufficiency and readiness; coordinating large ad hoc requests or projects e.g., Mergers & Acquisitions
  • Problem Identification and Solution Adoption – identifying and logging operational problems (process, policy, and capability) to drive simplification, automation, productivity and experience, driving client awareness and adoption of solutions and enhancements
  • Communication Framework – informing, educating, and engaging clients on operations processes and changes across commerce and transformation
  • Metrics that Matter – measuring performance through key outcome metrics and reviewing progress through quarterly operational reviews

Who You Are

You enjoy working in a fast-paced, continuously changing environment. You'll have a passion for customer experience, deliver operational guidance to the Clients and create a partnership with them by building an Operational Business Plan that will enable them to address their business needs, improve their productivity, and profitability.

Minimum Qualifications

  • Good communication, (data) presentation, and relationship-building skills (English proficiency a must; Italian, German or other European languages advantageous)
  • Experience in planning (project management) and analysis (analyzing trends and using data for problem identification and articulation)
  • External stakeholder-facing experience in an operational capacity
  • Deep operational knowledge (processes, policies, capabilities, approaches)

Preferred Qualifications

  • Accountability for stakeholders' experience and operational performance
  • Ability to handle escalations, including at the executive level
  • Being quickly adaptable to changing priorities (taking ownership, while remaining flexible and resilient)
  • Demonstrated ability to engage at executive level for regular operational reviews
  • Excellent proficiency in Microsoft Excel, PowerPoint

Why Cisco

#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.

Share

Apply