Strategy, Planning and Operations (SPO) Leader (People Leader)

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  • Location:
    Seoul, Republic Of Korea
  • Area of Interest
    Business Strategy and Operations
  • Job Type
    Professional
  • Technology Interest
    *None
  • Job Id
    1420703

What You'll Do

The Strategy, Planning and Operations (SPO) Leader for the Republic of Korea (ROK) Theater is a key role within the Senior Leadership Team with significant visibility and influence over the business. We are looking for a hands-on strategic thinker to help transform and propel the ROK business to its next phase of growth. You will partner with the ROK Leadership Team and the broader functional teams to prioritize, plan and operationalize key business strategies.


You will lead and develop a small team of Strategy and Operation professionals to identify and evaluate critical strategic priorities and to accelerate action against these priorities through strategic and long-range business planning, performance management and operational excellence.


You will play a critical role to run and transform the business, including:

  • Orchestrate the formation of ROK Theater’s strategic priorities
  • Identify growth opportunities to increase market share
  • Design go-to-market
  • Conceive non-linear growth through alternative modes of competition
  • Own and drive key business processes such as long-range planning, annual plans, new-year readiness, quarterly business overviews, monthly and weekly operating cadences.
  • Drive field enablement for the ROK organization
  • Partner with APJC and World Wide functions to ensure alignment
  • Work closely with Finance, HR and other teams to ensure agility in execution
  • Accelerate operational excellence in funnel Management, forecast accuracy and talent



Who You'll Work With

The Asia Pacific, Japan and China (APJC) Strategy Planning & Operations team is responsible for growth identification, market and sales strategy, planning, field enablement and sales operations. We drive initiatives from conception to execution, fostering alignment across theatres, segments and functions, seeking efficiency and consistency in management practices. Our goal is to find the best way to grow more and to do so with the highest level of efficiency and efficacy.



Who You Are

You are a strong business leader with strong business acumen and consultative mindset, well-rounded set of skills, high level of energy and curiosity, flexibility, can-do attitude and a perpetual enthusiasm to partner with senior Cisco business leaders. You will thrive in a fast-paced, team-based environment.


Your role is people, data and communications intensive; it requires excellent leadership, critical thinking, independence, organizational, data analysis and communication skills, and managing by influence.


Specifically, we are looking for leaders who has the following characteristics and experiences:

  • 10+ years in technology industry in a strategy & operations role or in a senior role in management consulting in the technology space.
  • MBA from a top school is preferred.
  • Management Consulting experience from a top strategy consultancy is preferred.
  • Industry experience in technology is preferred.
  • Strategic and innovative with an external awareness to adapt to market transitions and understand the nuances of selling complex solutions.
  • Excellent leadership, management, strategic influencing, creative thinking, conflict resolution and team building skills.
  • A teammate, developing and fostering meaningful relationships and strong collaboration skills, with amazing track record of leading and working with cross functional teams.
  • Strong operational command of businesses, including metrics’ based goals and achievement approach.
  • Excellent written and verbal communication skills; strong presentation skills and executive presence, with the ability to address and influence both executive and mid-level management.
  • A self-starter, independent and a driver. Detail oriented, have a 'can-do' attitude, takes initiative and is highly organized. Acts with a sense of urgency.
  • English & Korean language
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, plus a day off for their birthday. Employees accrue up to 20 days of Paid Time Off (PTO) each year and have access to paid time away to deal with critical or emergency issues without tapping into their PTO. We offer additional paid time to volunteer and give back to the community. Employees are also able to purchase company stock through our Employee Stock Purchase Program.

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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