• This is a high-impact opportunity to manage the end-to-end supply plan for the foundational components of next-generation networking technology
• As a key contributor within the Silicon Manufacturing Operations (SMO) team, you will play a key part in our front-end silicon and substrate supply strategy
• You will translate the consensus demand forecast into a robust, multi-quarter supply and capacity plan, ensuring alignment between our strategic goals and our foundry and substrate partners' capabilities
• Your success will be measured by your ability to secure supply, optimize capacity, and ensure the timely availability of wafers, substrates, and die to meet our customer commitments
• IBP Supply Ownership: Drive the monthly Integrated Business Planning (IBP) cycle for front-end silicon and associated long lead materials
• You will be responsible for developing the comprehensive supply response to the consensus demand plan, presenting risks and opportunities, and driving executive-level decision-making
• Wafer, Substrate, & Die Buy Plan Execution: Own the master supply plan and translate it into a time-phased Buy Plan for wafers, substrates, and die
• You will issue purchase requisitions, manage supply commits, and ensure the continuous flow of material to our back-end assembly and test sites
• Backend Collaboration & MPS Enablement: Partner closely with the Assembly & Test (A&T) Planning team members to ensure they have a die-feasible Master Production Schedule (MPS) for the backend
• Your die supply plan will be a critical input to their process, and you will be responsible for communicating supply status and solving constraints
• Foundry & Substrate Capacity Planning: Develop, own, and manage the long-range capacity forecast for our key foundry and substrate partners
• Proactively identify future capacity requirements and bottlenecks, and lead capacity planning reviews and commercial negotiations to secure the necessary production slots and strategic agreements to support our growth
• Scenario Modeling & Risk Mitigation: Analyze demand and supply scenarios to assess risks and opportunities
• Model the impact of demand upside, supply disruptions, and process excursions, developing mitigation and contingency plans
• Performance Management & Reporting: Establish and report on Key Performance Indicators related to foundry and supplier performance, including On-Time Delivery (OTD), cycle time, and plan attainment
• Provide clear and concise status updates to management on supply health, risks, and recovery plans

Employees in Illinois, whether exempt or non-exempt, will participate in a unique time off program to meet local requirements

• 5+ years IBP/S&OP Experience: Demonstrated experience driving or being a primary contributor to a formal Integrated Business Planning or S&OP process is essential
• 5+ years Semiconductor Supply Chain Expertise: Deep understanding of the semiconductor manufacturing process, specifically front-end wafer fabrication, and substrate manufacturing
• Direct experience managing and negotiating with Tier 1 semiconductor foundries is highly valued
• 5+years Analytical & Modeling Skills: Ability to analyze complex datasets, model supply/demand scenarios, and build long-range capacity plans
• Proficiency in advanced Excel, data visualization tools (e.g., Tableau), and planning systems is required

Equivalent combination of education and experience will be considered

• The starting salary range posted for this position is $143,600.00 to $182,500.00 and reflects the projected salary range for new hires in this position in U.S. and/or Canada locations, not including incentive compensation*, equity, or benefits
• Individual pay is determined by the candidate's hiring location, market conditions, job-related skillset, experience, qualifications, education, certifications, and/or training
• The full salary range for certain locations is listed below
• For locations not listed below, the recruiter can share more details about compensation for the role in your location during the hiring process

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

• Please see the Cisco careers site to discover more benefits and perks
• 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
• Employees on sales plans earn performance-based incentive pay on top of their base salary, which is split between quota and non-quota components, subject to the applicable Cisco plan

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 0% up to 125% of target
• Cisco sales plans do not have a minimum threshold of performance for sales incentive compensation to be paid

For quota-based sales roles on Cisco’s sales plan, the ranges provided in this posting include base pay and sales target incentive compensation combined