Compensation Consultant

Cisco

About The Position

As a Compensation Consultant aligned to Cisco’s Engineering organization, you will advise executive, senior leaders and People & Communities (P&C) partners on compensation strategies that attract, retain, and motivate top technical talent. You will translate Cisco’s compensation philosophy into practical solutions that balance business requirements, market competitiveness, internal equity, and cost discipline. This role combines strategic consulting, advanced analytics, and program design to support informed rewards decisions across a global engineering workforce. You are a strategic problem solver who can translate complex data into clear insights and recommendations for leaders and employees. You bring a strong understanding of compensation strategy and thrive in environments where business priorities evolve quickly. You build trusted partnerships, communicate effectively with senior stakeholders, and are comfortable using data, automation, and emerging technologies to improve decision-making and operational efficiency.

Requirements

8+ years of progressive compensation and/or HR partner experience with increasing levels of responsibility in identifying, consulting on, designing, recommending, and implementing efficient and innovative business solutions to clients' compensation challenges.
Bachelor’s or equivalent is required.
In depth knowledge of base pay, incentive, and equity program design, ideally for engineering or technical talent.
Solid technical, quantitative, and analytical/modeling capabilities (Excel or similar tools) with experience in global compensation data analysis and interpretation.
Proficiency in using data, automation, or AI-enabled tools to enhance analysis and insights.
A strong understanding of global markets, including familiarity with regional business practices, cultural nuances, and market dynamics, to effectively engage with stakeholders across diverse geographies.

Nice To Haves

Additional formal education (MBA, MS) and Compensation Certifications from World at Work is preferred.
Proven experience in a client-facing role, consulting directly with senior business stakeholders within an organization, with a strong preference for experience supporting engineering or technical organizations.
Excellent communication and stakeholder management skills with the ability to communicate complex compensation concepts clearly to diverse global audiences.
Experience working effectively with internal clients and stakeholders in a global, matrixed organization.
Ability to manage multiple priorities/ projects in a global, matrixed organization with competing deadlines and priorities across different time zones.

Responsibilities

Advise executive, senior leaders and People & Communities (P&C) partners on compensation strategies that attract, retain, and motivate top technical talent.
Translate Cisco’s compensation philosophy into practical solutions that balance business requirements, market competitiveness, internal equity, and cost discipline.
Regularly partner with engineering leaders and P&C partners (e.g., J&C) and others (e.g., Finance, Legal) to shape competitive and sustainable rewards strategies.
Provide guidance on base pay, incentives, equity, hiring offers, promotions, and retention strategies.
Work across each area of the compensation group and may also work with other stakeholders in the People Care organization (e.g., Benefits) for projects and program designs requiring cross collaboration.
Design and implement compensation programs and targeted solutions that support business priorities, talent acquisition, and retention across global markets.
Ensure programs are competitive, scalable, and aligned with Cisco’s compensation philosophy.
Support workforce growth initiatives, advise on group hiring strategies, and provide compensation guidance and solutions during acquisitions or organizational integrations as well as during Reward cycles, and country compensation solutions, and as needed to retain talent.
Lead or play a key role in designing, doing analytics, and/or project management for compensation projects in other areas of compensation (e.g., Corporate Rewards or Bonus programs, Go-To-Market project management, market analytics projects).
Conduct and coordinate market analysis, develop compensation models, and produce insights that inform and recommend pay and workforce decisions.
Use analytical tools to forecast cost impacts and evaluate program, pay practice effectiveness.
Leverage AI and emerging technologies as a productivity partner to streamline work, accelerate analysis, and support strategic thinking.
Generate job descriptions, develop Excel formulas or models, summarize market insights, and improve the efficiency of recurring compensation workflows, including changes to Cisco’s Workday system.
Lead key projects that progress consulting capacity and capability, requiring designing and implementing work with excellent stakeholder management practices.

Benefits

Medical insurance
Dental insurance
Vision insurance
401(k) plan with a Cisco matching contribution
Paid parental leave
Short and long-term disability coverage
Basic life insurance
Grants of Cisco restricted stock units
10 paid holidays per full calendar year
1 floating holiday for non-exempt employees
1 paid day off for employee’s birthday
Paid year-end holiday shutdown
4 paid days off for personal wellness determined by Cisco
16 days of paid vacation time per full calendar year, accrued at rate of 4.92 hours per pay period for full-time non-exempt employees
Flexible vacation time off program for exempt employees, which has no defined limit on how much vacation time eligible employees may use (subject to availability and some business limitations)
80 hours of sick time off provided on hire date and each January 1st thereafter
Up to 80 hours of unused sick time carried forward from one calendar year to the next
Additional paid time away may be requested to deal with critical or emergency issues for family members
Optional 10 paid days per full calendar year to volunteer
Annual bonuses (for non-sales roles)
Performance-based incentive pay (for sales plans)