• The Compliance Team is an agile and diverse group working across all of the Core Hardware Engineering Product Lines
• This self-motivated, detail oriented engineer will be highly organized and capable of handling concurrent projects through varying stages of development and compliance testing
• When issues arise, you will interface closely with Engineering, Manufacturing and Product Support groups to work towards an efficient outcome
• As a Safety Engineer, you will be at the forefront of ensuring our industry-leading networking products meet the highest safety standards
• Innovate and design for safety, conducting thorough product testing to 62368-1 for regulatory certification
• Dive into PCB design layout and stack-up reviews, as well as schematic and product construction reviews
• Develop comprehensive safety compliance program plans, budgets, and schedules
• Participate in audits to ensure alignment to regulatory standards and accreditations
• Communicate status updates, test schedules, and resolve issues with the Hardware development team

File compliance reports with regulatory agencies (UL/CSA) and maintain meticulous documentation of compliance activities

• The successful applicant may be performing work in FedRAMP High or IL-5 environments, and therefore, must be a U.S. Person (i.e
• BS degree in Electrical Engineering or equivalent and 4+ years of power, electronics or safety engineering experience
• Knowledge of IEC62368-1 standard

Experience testing according to IEC62368-1

U.S. citizen, U.S. national, lawful permanent resident, asylee, or refugee)

• The starting salary range posted for this position is $135,800.00 to $193,400.00 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

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