Leader, Sales Incentives Operations

Cisco•Chicago, IL

About The Position

The Leader, Global Sales Compensation Strategy is responsible for governing, designing, implementing, and managing sales compensation programs that align with Cisco's business objectives and drive sales performance. This role has a focus on Portfolio (Generalist) sales teams and requires a strategic mindset to develop compensation plans and programs that motivate sales teams, support revenue growth, and ensure compliance with corporate policies and local regulations.

Requirements

10 or more years of relevant work experience; 5 or more years of experience in Sales Compensation or a related field.
Strong experience in sales compensation design and strategy, preferably in a technology or complex sales environment.
Expertise in incentive plan design, quota setting, and/or pay mix optimization.
Analytical skills with the ability to interpret sales data and market trends.
Excellent communication and stakeholder management skills.
Knowledge of relevant legal and compliance requirements related to compensation.
Ability to lead cross-functional teams and manage multiple projects simultaneously.

Nice To Haves

Familiarity with sales compensation tools and platforms is a plus.

Responsibilities

Lead and influence the Portfolio sales compensation strategy, along with Portfolio business partners, ensuring alignment with Cisco's global sales goals and market dynamics.
Design and manage sales incentive plans, including bonus plans and plan constructs across Geographies (AMER, APJC, EMEA), Global Partner Org, Renewals, Services / Software / Buying Programs, and other Generalist Sales Teams.
Collaborate with sales leadership, finance, HR, and legal teams to ensure compensation plans are competitive, compliant, and effectively communicated.
Analyze sales performance data and market trends to recommend adjustments to compensation plans that drive desired behaviors and outcomes.
Lead cross-functional initiatives related to sales compensation, including policy updates, system enhancements, and training programs.
Serve as a subject matter expert on applicable sales compensation programs, policies, governance, and best practices.
Manage relationships with internal stakeholders and external partners, including worker councils where applicable.
Drive continuous improvement in sales compensation processes and tools to enhance efficiency and seller experience.

Benefits

U.S. employees are offered benefits, subject to Cisco’s plan eligibility rules, which include medical, dental and vision insurance, a 401(k) plan with a Cisco matching contribution, paid parental leave, short and long-term disability coverage, and basic life insurance.
Employees may be eligible to receive grants of Cisco restricted stock units, which vest following continued employment with Cisco for defined periods of time.
U.S. employees are eligible for paid time away as described below, subject to Cisco’s policies:
10 paid holidays per full calendar year, plus 1 floating holiday for non-exempt employees
1 paid day off for employee’s birthday, paid year-end holiday shutdown, and 4 paid days off for personal wellness determined by Cisco
Non-exempt employees receive 16 days of paid vacation time per full calendar year, accrued at rate of 4.92 hours per pay period for full-time employees
Exempt employees participate in Cisco’s flexible vacation time off program, 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, and 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
For non-sales roles, employees are also eligible to earn annual bonuses subject to Cisco’s policies.