Sales Operations Analyst, Sales Enablement & Acceleration

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  • Location:
    Offsite, Mexico City, Mexico
  • Alternate Location
    Latin America remote
  • Area of Interest
    Sales - Product
  • Job Type
    Professional
  • Technology Interest
    Portfolio
  • Job Id
    1443717

Meet the Team

Sales Enablement & Acceleration (SEA) sits within the Sales Strategy, Planning & Operations organization. Our vision is to enable our people to become the most effective, customer-centric sales force in the industry through global programs with measurable outcomes tied to sustainable growth.

The SEA Operations team is a Center of Excellence responsible for business operations across core pillars of Strategy & Planning, Budget Operations, Vendor Management, Culture and Communications, and Strategic Initiatives.

Your Impact

As a Sales Operations Analyst in the SEA Operations team, you will work in a highly collaborative, cross-functional environment and interface with SEA programs and team leaders, Finance and Global Procurement partners, and preferred suppliers.

In this role, you will deliver outstanding project management and operational support for the SEA organization. You will be responsible for driving activities that fuel the workflow of SEA’s Budget Operations activities, most notably purchase order and statement of work processing and cross-charge tracking.

Minimum Qualifications

  • 3+ years of experience in Business Operations, with 2+ years of experience at Cisco preferred.
  • Familiarity with Cisco Compliance and Procurement policies, as well as tools like Ariba/SmartBuy, Beeline, FinABC, Asana, and Excel.
  • Proven track record to ensure compliance, governance, and policy adherence with a high level of integrity and attention to detail.
  • Strong project management experience, with a track record of independently handling tasks while contributing to team goals.

Preferred Qualifications

  • Ability to manage and execute budget-related transactions, including processing cross-charges in FinABC, creating C-worker SOWs in Beeline, and generating purchase orders (POs) through Ariba/SmartBuy.
  • Competence and confidence guiding teams through the PO submission process using Cisco’s SOW templates, resolving discrepancies, and navigating Procurement reviews and approvals.
  • Ability to support financial operations by maintaining the centralized cost center/department list, assisting with quarterly forecasting, and contributing to fiscal year planning.
  • Ability to develop and maintain dashboards, pivot tables, and charts to support organizational metrics and reporting needs.
  • Dedication to ensuring compliance with Procurement and Finance policies by participating in training, communicating updates, and collaborating with Global Procurement on monthly reviews.
  • Bachelor’s degree (BS/BA) in a relevant field.

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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