Technical Project Manager

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  • Location:
    Feltham, United Kingdom
  • Alternate Location
    Remote UK
  • Area of Interest
    Information Technology
  • Job Type
    Professional
  • Technology Interest
    Internet of Everything
  • Job Id
    1444863


Meet the Team  


The Intranet Experience Team is dedicated to re-imagining intranet experiences that make it easy for Cisco employees to do great work. We focus on creating an interactive, intelligent, and personalized digital workplace that connects employees to their communities and integrates all their tools and services into their daily workflows. Our team supports diverse areas including Directory, Apps, Approvals, HelpZone, Homepage, and Devices, aiming to deliver a consistent, relevant, and accessible user experience. We are passionate about fostering collaboration and innovation to empower employees to be productive, informed, and connected every day. 



Your Impact  

As a Technical Project Manager, you will take on the responsibilities of an Agile Product Owner, driving the delivery of innovative technical solutions that power our business. You will own and manage the product backlog, translating business requirements into clear and actionable user stories and prioritizing work to maximize value delivered by the agile development team. You will collaborate closely with cross-functional stakeholders, balancing competing priorities and ensuring alignment with broader business objectives. Your technical acumen will enable you to partner with engineers and architects to shape solutions, while your agile leadership will foster a culture of continuous improvement, high performance, and transparency across the team. This role offers the opportunity to have a direct impact on our product strategy, delivery cadence, and overall team success in a dynamic, fast-paced environment. 

 


Key Responsibilities 

Act as the primary Product Owner for one or more agile teams, owning the product backlog and ensuring clarity, prioritization, and alignment with business goals. 
Collaborate with stakeholders to gather requirements, define user stories, and clearly articulate acceptance criteria. 
Work closely with technical teams to translate business needs into technical solutions, ensuring feasibility and alignment with architectural standards. 
Facilitate backlog grooming, sprint planning, reviews, and retrospectives, ensuring the team adheres to agile principles and best practices. 
  Proactively identify, communicate, and manage risks, dependencies, and impediments to delivery. 
Use metrics and data-driven insights (e.g., velocity, burndown, flow) to continuously improve team performance and product outcomes. 
Act as a champion for agile values, coaching the team and stakeholders on agile processes and fostering an environment of collaboration and innovation. 

  

Minimum Qualifications

  •       3-4 years of experience working in an Agile environment, with at least 2 years in a Product Owner or similar role. 
  •       Strong technical background or hands-on experience working with technical products.
  •       Understanding of architecture, system design, APIs, and software development lifecycles (SDLC). 
  •       Demonstrated experience managing multiple, high-demand stakeholders and aligning diverse requirements. 
  •       Proven facilitation and coaching skills, with experience guiding teams toward self-organization and high performance. 


Preferred Qualifications

·   Experience building or managing web applications. 

·   Hands-on experience working in Jira Cloud and related agile project management tools. 

·   Certified Product Owner qualification (e.g., CSPO, PSPO I, SAFe PO/PM). 

·   Experience working in DevOps environments with CI/CD pipelines, cloud platforms (AWS, Azure, or Google Cloud), and  modern software             practices. 

· Knowledge of advanced software development practices, including Test-Driven Development (TDD) and Continuous Integration/Continuous               Deployment (CI/CD). 

·  Experience with scaling Agile frameworks (e.g., SAFe, LeSS) in a multi-team or enterprise context. 

·  Familiarity with metrics-based agile coaching, including use of burndown charts, velocity tracking, and cumulative flow diagrams to drive continuous improvement. 

 


#WeAreCisco 

#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.

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