• Leverage innovative technology to deliver best-in-class supply chain solutions
• Increase data transparency and granularity to deliver data driven insights to enable fit for purpose solutions
• Deliver customer value proposition through industry leading supply chain strategies and portfolio management
• Lead business process excellence initiatives to drive out waste and build lean operations
• You will be a key part of the Components Central Operations (CCO) team, working with business leaders in CCO, Data & Analytics AI/ML Team, Supply Chain Transformation (SCT), and the larger Supply Chain Organization (SCO)
• The teams work collaboratively to set the supply chain strategies, craft, and drive the target business architecture, enable and scale operation activities through detailed program execution
• These multi-functional teams work across all tracks within Supply Chain and externally to other corporate functions to advance the transformation capabilities of Cisco and our customers
• As a CCO Program Manager, you will lead the AI implementation & execution for Components

The responsibilities include implementing AI project execution processes, planning and initiation of AI initiatives at various levels of completion, monitor progress and schedules of Components AI portfolio, communicate with project & program stakeholders, develop portfolio status reports, etc

• AI PMO Process Development: Developing AI project execution methodologies & PMO processes
• AI Program Management: Oversee Components AI projects & use cases, focusing on scope, objectives, timelines, and deliverables, coordinating resources, and monitoring progress to ensure successful execution and delivery
• Communications: Manage communication plan including setting expectations, internal and external communications, and reporting out in high-value meeting cadences with stakeholders
• Stakeholder Partnership: Align with both technical and business teams to drive improvement to processes and procedures
• Performance Measurement and Reporting: Develop performance metrics, monitor key performance indicators, and generate reports to effectively track progress, evaluate outcomes, and make informed decisions based on data
• Deployed models, agents, operational stages for AI enablement
• 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

• People love working with you because you are authentic, a good listener, always give your best and proactively support others to do the same
• You have strong portfolio/program management skills and are willing to lean in and help the team
• You can multi-task, work with ambiguity, and adapt quickly to changing business needs and environmental conditions
• You have exceptional attention to detail, demonstrate critical thinking, sound judgment and a pragmatic approach to decision making and problem solving
• You build strong relationships with stakeholders and demonstrate effective interpersonal and influencing skills, with the ability to gain others confidence
• 8+ years of experience in Portfolio & Program Management
• Experience managing AI/ML projects & use cases, and developing project execution methodologies & PMO processes

Able to coach and train on best practices for AI/ML implementation

• The starting salary range posted for this position is $146,100.00 to $190,300.00 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