Job Description

This role is in Service 13 Inbound Supply Planning and Procurement org. The Service team is responsible for Inbound Materials Management. The team focuses on:

• Developing and managing global material management with our external partners (EMS global material owners and Suppliers) and our internal partners,
• Measurement and governance of global policy and process
• Management of transformation portfolio

What You'll Do:Develop creative ways to help the team operate more efficiently. Collaborate with cross-functional teams and solve for business issues. Facilitate new business models and process improvements.Service Metric Ownership: Building and evolving effective metrics to drive improvements and help businesses focus their people and resources on what's importantWork cross functionally with global external customers: Contract Manufacturers, Hub Partners, Suppliers. Work with global Cisco internal stakeholders: GSM (Global Supplier Management), GMO (Global Manufacturing Operations), IT, Legal, Finance.Educational requirementsxefxbcx9a master degreeEXPERIENCE MINIMUM REQUIREMENTS:

• 10+ years Supply Chain experience
• Good oral and written communication skills
• Good problem-solving and analytical skills
• Must know Microsoft Office (Excel, Word, PPT etc.) tableau ,and SQL
• Change Management & Program Management Experience

To be successful in this role it is important to have;

• Strong problem solving and data analytical skills
• Experience in Supply Chain and Knowledge of material management process and concepts (this role covers all aspects of Supply Chain and it's necessary to be able to connect the dots)
• Experience with influencing other and change management
• Ability to take data and translate it to actionable outputs for stakeholders to use in their day to day operations.
• Being able to create a User-Friendly UI and understandable model for stakeholders
• Develop creative ways to help the team operate more efficiently. Collaborate with cross-functional teams and solve for business issues. Facilitate new business models and process improvements.

Specific Responsibilities include:Service Metric OwnershipBuilding and evolving effective metrics to drive improvements and help businesses focus their people and resources on what's important.Work closely with BT&O solution team and stakeholders on transformational initiatives and capabilitiesWork cross functionally with global external stakeholders: Contract Manufacturers, Hub Partners, SuppliersBecome Data Super User to support data analytical and dashboarding requests ( mongo, tableau, python, understanding of SCDx, etc)Support building Scalable Solutions ( UFO integration)Why Youxe2x80x99ll Love CiscoWE ARE CISCO#WeAreCisco, where each person is unique, but we bring our talents to work as a team and make a difference. Herexe2x80x99s how we do it.We embrace digital, and help our customers implement change in their digital businesses. Some may think wexe2x80x99re xe2x80x9coldxe2x80x9d (30 years strong!) and only about hardware, but wexe2x80x99re also a software company. And a security company. A blockchain company. An AI/Machine Learning company. We even invented an intuitive network that adapts, predicts, learns and protects. No other company can do what we do xe2x80x93 you canxe2x80x99t put us in a box!But xe2x80x9cDigital Transformationxe2x80x9d is an empty buzz phrase without a culture that allows for innovation, creativity, and yes, even failure (if you learn from it.)Day to day, we focus on the give and take. We give our best, we give our egos a break and we give of ourselves (because giving back is built into our DNA.) We take accountability, we take bold steps, and we take the difference to heart. Because without diversity of thought and a dedication to equality for all, there is no moving forward.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 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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