What You’ll do

Our team is seeking a Finance Manager to provide key support to the Cisco Networking Distributed Systems Engineering group. This role provides the unique opportunity to help support the forecasting and reporting for the business as well as influence strategic investment decisions. Solid organizational, financial modeling, communication, influencing, and business partnering skills will help you find success in this role.

KEY RESPONSIBILITIES:

Budgeting and Opex Management – Support Engineering leadership prioritization and decision making, portfolio planning, annual budgeting and quarterly commit processes, month-end and quarterly close activities, forecasting/reporting/variance analysis, driving compliance, managing forecasting models, providing thought leadership and guidance to local Finance team

Who You'll Work With

You will work with leaders from DSE at various levels supporting the Data Center and Provider Connectivity Business. Regular business partner interaction with Engineering leadership (VP/GM, Eng Directors, Ops Leads) on Opex decisions and ongoing engagement with your DSE Finance peers as well as other Finance orgs.

Who You Are

You have a strong track record of working with personal integrity and commitment, making a difference in past roles and doing what’s best for the business. You demonstrate collaboration and teamwork with your peers and business partners, are highly motivated and a self-starter, and able to work independently to solve issues and bring fresh solutions, all while having a positive attitude and a healthy dose of fun. Past demonstrated team leadership and end-to-end management of deliverable processes strongly desired.

MINIMUM REQUIREMENTS:

• · Bachelor’s degree in Finance or Business-related field with 10+ years of relevant Finance experience
• · Strong Excel skills, proficient with financial planning & reporting systems (Hyperion, Essbase, Business Objects)
• · Passionate about finding areas of process/efficiency improvement and unafraid to drive positive change even with more senior team members
• Able to plan around tight deadlines and balance multiple deliverables, while ensuring accuracy and attention to detail. Well organized, efficient, and forward thinking
• Excellent interpersonal and communication skills, able to work cross-functionally with multiple teams

Why Cisco

#WeAreCisco, where each person is unique, but we bring our talents to work as a team and make a difference powering an inclusive future for all.

We embrace digital, and help our customers implement change in their digital businesses. Some may think we’re “old” (36 years strong) and only about hardware, but we’re also a software company. And a security company. We even invented an intuitive network that adapts, predicts, learns and protects. No other company can do what we do – you can’t put us in a box!

But “Digital Transformation” 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, give our egos a break, and give of ourselves (because giving back is built into our DNA.) We take accountability, bold steps, and take difference to heart. Because without diversity of thought and a dedication to equality for all, there is no moving forward.

So, you have colorful hair? Don’t care. Tattoos? Show off your ink. Like polka dots? That’s cool. Pop culture geek? Many of us are. Passion for technology and world changing? Be you, with us!

Cisco is an Affirmative Action and Equal Opportunity Employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, gender, sexual orientation, national origin, genetic information, age, disability, veteran status, or any other legally protected basis.

Cisco will consider for employment, on a case by case basis, qualified applicants with arrest and conviction records.

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 access 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.