Transport Sourcing and Strategy Manager (Air & Ocean Freight)

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  • Location:
    Amsterdam, Netherlands
  • Alternate Location
    RTP, Austin
  • Area of Interest
    Supply Chain
  • Compensation Range
    96800 USD - 158200 USD
  • Job Type
    Professional
  • Technology Interest
    *None
  • Job Id
    1440569

Transport Sourcing and Strategy Manager (Air - & Ocean Freight)

What You'll Do

You will be working with a team of professional-level employees responsible for completing a number of supply chain initiatives within the Logistics Sourcing and Strategy team.

Working with a dynamic team of professionals to build a culture of continuous improvement. As a transformative leader, you will inform and influence decision-making at the management level for the Global Logistics teams. You’ll also communicate plans and priorities in order to meet team performance and results requirements.  Key activities for which you and your team are responsible for include:

  • Drive cost savings and operational efficiencies by implementing continuous improvement to logistics performance
  • Strategic partner management, collaborating with matrixed teams to drive improved logistics and customer delivery experience
  • Driving supply chain continuous improvement and overall performance management for Logistics partners
  • Actively participates in the development of the overall transport category strategy
  • Defines and executes sourcing strategies for the Air- & Ocean Freight segment, includes ownership of the related project pipeline
  • Leadership on sourcing events to support the category strategy. Managing the sourcing project deliverables, timelines, and sub-category performance.
  • Close alignment with operational (regional) resources on partner issues & escalations, business requirements and strategy governance.
  • Represents specific partner issues for resolution in EBR/ QBR
  • Driving cost savings and margin improvement activities including transport optimization, negotiations and service/mode adjustments.
  • Communicate with executives from cross-functional team, with specific focus on risk mitigation strategies
  • Engaging in long range planning initiatives for cost, quality, risk mitigation, and Supply Chain resiliency
Who You'll Work With

You will work with cross-functional teams including order management, planning, repair, manufacturing and finance. Through these partnerships you will:

  • Drive supply chain cost savings activities
  • Lead supplier change and team expectations by actively driving suppliers to meet or exceed committed changes
  • Prepare the supply chain and manage continuity for project implementations and partner change management
  • Utilize appropriate resources and influence the streamlined delivery of projects/changes
  • Analyzes supply chain issues, facilitates solutions and proposals, and communicates plans and status in an executive manner

Who You Are

You have a successful track record of building long term, trusting relationships with peers and leaders, across business functions. Your ability to effectively influence with your strong communication skills; written, verbal and interpersonal gives you an edge to create an impact. All of this, combined with your innate ability to lead innovation and promote a culture of support makes you an excellent fit for this role.

Minimum Requirements Include:

  • Requires BA/BS degree and 5+ years Supply Chain experience
  • MBA degree is preferred
  • Program/Project Management experience
  • Extensive background in Logistics Management Operations, Quality and Supply Chain Management. Experience in High Tech Telecommunications or Networking Equipment industry highly desired
  • Deep understanding and experience with change management
  • Extensive experience in process development
  • Energetic, excellent ability in learning; comfortable working in dynamic and changing environment
  • Excellent executive level communication and influencing skills
  • Demonstrated experience leading with cross-functional impact
  • Proven record of exceptional Collaborator & Team skills
  • Extraordinary oral and written communication skills to effectively interact with internal and external partners
  • Knowledge of new tool development methodologies (ex: Agile) to support improvement programs

Why Cisco

At Cisco, each person brings their unique talents to work as a team and make a difference.

Yes, our technology changes the way the world works, lives, plays and learns, but our edge comes from our people.

We connect everything – people, process, data and things – and we use those connections to change our world for the better.

We innovate everywhere - From launching a new era of networking that adapts, learns and protects, to building Cisco Services that accelerate businesses and business results. Our technology powers entertainment, retail, healthcare, education and more – from Intelligent Cities to your everyday devices.

We benefit everyone - We do all of this while striving for a culture that empowers every person to be the difference, at work and in our communities.

Colorful hair? Don’t care. Tattoos? Show off your ink. Like polka dots? That’s cool. Pop culture geek? Many of us are. Be you, with us! #WeAreCisco

Cisco is an Affirmative Action and Equal Opportunity Employer and you will receive consideration for employment without regard to race, color, religion, gender, sexual orientation, national origin, genetic information, age, disability, veteran status, or any other legally protected basis.

Cisco will consider for employment, on a case by case basis, all applicants who meet qualifications with arrest and conviction records.

 

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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