• As a Leader, Global Programs – Splunk Deal Operations, you will play a pivotal role in establishing a brand new function within our team
• You will have the opportunity to build and shape a high-performing team, set the vision, and create the operational frameworks that will drive the success of Deal Operations at Splunk
• You’ll be instrumental in driving key initiatives, ensuring effective change management, and enhancing the human experience through every stage of transformation
• You’ll partner with cross-functional teams—including Sales, Technical and Business Operations, Finance, and Legal—to streamline processes, improve documentation, and champion clear, timely communication
• Your work will directly impact our ability to support sales leadership and accelerate internal growth
• Lead and Develop the Team: Establish and evolve a programs and change management function from the ground up, developing structure, ways of working, cultivating a culture of collaboration, inclusivity, and continuous improvement
• Lead Strategic Initiatives: Oversee and supervise critical Deal Operations programs and strategic projects, ensuring milestones are met and objectives are aligned with business priorities
• Champion Change Management: Develop and implement structured change management processes
• Supervise the human side of change by tracking engagement and feedback, ensuring every team member feels advised and supported
• Drive Enablement: Create, organize, and deliver impactful enablement materials—including presentations, training sessions, and documentation—to enhance team capability and knowledge-sharing
• Cross-Functional Collaboration: Work closely with internal partners across multiple functions to execute projects efficiently, resolve challenges, and drive continuous improvement
• Maintain Process Excellence: Ensure all process flows, job aids, and documentation are up-to-date, accessible, and easy to navigate
• Oversee Release Cycles: Track Salesforce (SFDC) release cycles, communicate relevant changes, and coordinate updates to team documentation
• Issue Tracking & Prioritization: Maintain an Issues Register to capture, prioritize, and supervise progress on operational challenges, providing visibility to leadership

Promote Connectedness: Foster a sense of belonging and transparency through organized communications, such as newsletters and live sessions, so every voice is heard and valued

• Demonstrated leadership experience, with a track record of building, developing, and managing teams and driving collective success
• Significant experience in program or project management, sales operations, or similar roles within a dynamic, fast-evolving environment
• Deep understanding of quote-to-delivery or deal management processes and the supporting tools of the ecosystem such as SFDC and Configure-Price-Quote (CPQ)
• Demonstrated adaptability, proactivity, and problem-solving ability in managing multiple priorities

A commitment to inclusivity, collaboration, and fostering growth—both personally and across teams

Strong analytical skills with proficiency Asana, Lucid chart, Microsoft 365 (Excel and PowerPoint), SharePoint, and similar tools

• The starting salary range posted for this position is $143,000.00 to $180,200.00 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