Partner Ecosystem – OT Supplier SBDM

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  • Location:
    Offsite, RTP, North Carolina, US
  • Alternate Location
    East Coast
  • Area of Interest
    Business Development
  • Compensation Range
    159000 USD - 200400 USD
  • Job Type
    Professional
  • Technology Interest
    *None
  • Job Id
    1448455
The application window is expected to close on: Sept 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

Join a collaborative and globally focused team dedicated to advancing Cisco’s Operational Technology Supplier Program. Our team works closely across regions to engage new partners, facilitate seamless partner transitions, and support the growth of Cisco’s OT ecosystem. We pride ourselves on our cross-functional collaboration with partner sales, program teams, technical enablement, and leadership across business units, ensuring the successful onboarding and development of suppliers in operational technology, physical security, and connected building architectures.


Your Impact

As the Ecosystem Partner Business Development Manager, you will be responsible for recruiting and onboarding new operational technology (OT) suppliers and supporting the transition of existing OT partners into Cisco’s OT Supplier Program. Operating in a global capacity, you will provide dedicated support for US-based partners moving into the program while collaborating with international stakeholders. You will combine strong partner development expertise with project management skills to lead and facilitate all process and programmatic changes, ensuring seamless transitions and successful onboarding. Your role will require you to obtain and coordinate approvals from finance, programs, distribution, and decision councils to ensure all program changes are aligned with both global and regional objectives. You will drive engagement strategies across a wide range of architectures and routes to market—including operational technology, Meraki IoT for physical security, secure firewalls in OT, and UPOE+ Catalyst switching for connected buildings—while tracking milestones, monitoring partner performance, providing regular updates to leadership, and representing Cisco at industry events to build market awareness and attract new suppliers.


Minimum Qualifications
  • 5+ years in partner recruitment, onboarding, and enablement within operational technology, physical security, OT security, and connected buildings.
  • Experience in managing the transition of partners to new program models, including onboarding and enablement.
  • Project management experience, with a track record of working cross-functionally to achieve program objectives and drive process improvements.
  • Experience obtaining stakeholder approvals and coordinating with finance, programs, distribution, and decision councils.
  • Knowledge of Cisco channel programs, industrial networking, Meraki IoT for physical security, secure firewalls in OT, and UPOE+ Catalyst switching

Preferred Qualifications
  • Project management certification (e.g., PMP or Prince2) or significant hands-on project leadership experience.
  • Experience in global channel program management or partner transitions.
  • Background in supporting partner transitions in North America and other international regions.
  • Familiarity with Cisco’s internal approval processes and stakeholder management best practices.
  • Excellent communication, presentation, and relationship-building skills.
  • Ability to work independently and collaboratively in a global, cross-functional environment.
  • Background in channel sales operations, partner enablement, or business development
  • Excellent intellectual and analytical skills—ability to structure problem statements and be the catalyst for uncovering new ways to solve problems; prior management consulting, business development, or strategy & planning experience is desired
  • Experience in field sales roles (e.g., direct, channels)
  • A keen understanding of relationship development and influence in highly matrixed environments
  • Financial aptitude with Excel business case modeling and/or budget development
  • Experience in designing/driving complex projects, programs and processes at scale
  • An understanding of strategy, industry, and market concepts (e.g., TAM, Competition)
  • Comfortable in a remote team working environment; self-motivated and results-oriented
  • Strong communication and presentation skills—an ability to graphically represent new ideas and concepts to executive leaders
  • Subject matter and technical expertise in relevant Cisco solution
Education
  • BS/BA or equivalent in a related field
  • MBA is strongly preferred
  • Excellent organizational, problem-solving, and communication skills
  • Ability to work effectively in a fast-paced, dynamic environment

Why Cisco?

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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