Strategy & Planning 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 collaborators. 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 pivotal 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 cases that secure investment into the organization and implement 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 efficiency and better address market opportunity

**Who You Are**:

- Demonstrated ability in a combination of sales strategy, planning & operations.
- Minimum BA/BS degree or equivalent experience.
- Prior experience supporting executive leadership to drive growth plans, run the business deliverables (QBOs, Forecast, Business Double Clicks, leadership offsites) and operational activities.
- Financial modeling and strategy framework knowledge vital for success
- Partner with Sales Operations teams on developing process improvements to standardize, automate and optimize central processes in a scalable approach.
- Strong communication & influencing skills, and experience working with partners at all levels.

**#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

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 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.