Strategy & Planning Manager

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  • Location:
    Singapore, Singapore
  • Alternate Location
    Melbourne, Bangalore
  • Area of Interest
    Administrative and Business Support
  • Job Type
    Professional
  • Technology Interest
    *None
  • Job Id
    1437629

APJC Collaboration Business Manager


Who You'll Work With


The Global Collaboration Strategy and Planning (S&P) team is responsible for driving sales growth and efficiency in support of the Sales organization. This role is aligned to the APJC region and stakeholders. Connecting strategic vision with day-to-day business management, this role works very closely with the Collaboration Senior Leadership Team in the following aspects:

• Running the business management cadence to review performance and facilitate decision-making in support of continued growth

• Managing region-wide strategic initiatives, and acting as APJC point of contact for worldwide projects



What You'll Do

• Serve as the right-hand advisor for APJC Collaboration leadership team, helping them manage short-term performance and longer-term business transformation

• Enable the Sales organization to achieve the financial forecast by driving pipeline health and providing objective views of performance

• Drive the regular review cadence for the internal team as well as Global teams to identify and solve problems in a timely manner

• Own outline, content and preparation for key meetings, including All Hands, Sales Kickoffs and other engagements

• Build business cases that secure investment into the organization and execute strategic initiatives that deliver outsized impact

• Improve Sales efficiency by ensuring adoption and enhancement of tools and analytics needed for individuals to run their business

• Analyze and recommend changes to GTM motions and resource allocation to increase productivity and better address market opportunity

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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