<div>The application window is expected to close on: 11/12/2026<strong>Your Impact</strong><br/><br/>This role plans, coordinates, and delivers medium-sized Go-to-Market programs that support organizational priorities. This role manages programs across the entire lifecycle, including scope, schedule, resources, governance, communication, risks, issues, interdependencies, change management, readiness, adoption, and outcomes.<br/><br/>The initial focus will be supporting Go-to-Market, Training and Enablement, readiness, and adoption commitments. Over time, the role will also help improve how Product, Go-to-Market, Enablement, Strategy and Planning, and Business Operations coordinate work, tools, and information.<br/><br/><ul><li>Coordinate multiple projects, workstreams, and teams in parallel. </li><li>Define project scope, plans, schedules, milestones, owners, and success measures. </li><li>Manage program schedules, scope, resources, risks, issues, and dependencies. </li><li>Establish practical governance and communication routines for program stakeholders. </li><li>Provide clear updates on delivery progress, risks, decisions, financial information, and outcomes. </li><li>Support change management, readiness, adoption, and maturity activities. </li><li>Coordinate Training and Enablement activities, including audience needs, communications, delivery plans, feedback, and adoption measures. </li><li>Support Go-to-Market programs from planning through launch, enablement, adoption, and follow-up. </li><li>Develop contingency and mitigation plans for resource, timeline, and dependency risks. </li><li>Partner with Product, Marketing, Sales, Enablement, Strategy and Planning, Business Operations, Finance, and technical teams. </li><li>Use data, AI-enabled tools, and automation to improve planning, reporting, analysis, risk visibility, and decision-making where appropriate. </li><li>Evaluate program results and recommend process, tool, or resource improvements. </li><li>Help teams prioritize competing work and escalate decisions when needed. </li><li>Create repeatable playbooks, processes, and program-management practices.</li></ul><br/><strong>Minimum Qualifications</strong><br/><ul><li>Bachelor's degree plus 7+ years of project or program management experience.</li><li>Experience managing projects or programs that require coordinating deliverables across 2 or more teams or functional areas.</li><li>Experience managing project or program schedules, risks and dependencies.</li><li>Experience in one or more of the following: Go-to-Market operations, product operations, Training and Enablement, sales operations or business operations.</li><li>Experience supporting at least one product launch, readiness, enablement, or organizational change initiative.</li></ul><br/><strong>Preferred Qualifications</strong><br/><ul><li>Experience developing project or program plans that define goals, milestones, owners, deliverables, and success measures.</li><li>Experience creating playbooks, communications, handoff materials, or enablement resources.</li><li>Experience with tools such as Asana, Jira, Salesforce, SharePoint, Airtable, or Power BI. </li><li>Experience using AI, automation, analytics, or reporting tools to improve program execution.</li><li>PMP or similar certification preferred.</li></ul><br/><br/>Message to applicants applying to work in the U.S. and/or Canada:<br/><br/>The starting salary range posted for this position is $111,100.00 to $147,500.00 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.<br/><br/>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.<br/><br/>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.<br/><br/>U.S. employees are eligible for paid time away as described below, subject to Cisco's policies:<br/><ul><li>10 paid holidays per full calendar year, plus 1 floating holiday for non-exempt employees</li><li>1 paid day off for employee's birthday, paid year-end holiday shutdown, and 4 paid days off for personal wellness determined by Cisco</li><li>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</li><li>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)</li><li>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</li><li>Additional paid time away may be requested to deal with critical or emergency issues for family members</li><li>Optional 10 paid days per full calendar year to volunteer</li></ul><br/><br/>For non-sales roles, employees are also eligible to earn annual bonuses subject to Cisco's policies.<br/><br/>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:<br/><ul><li>.75% of incentive target for each 1% of revenue attainment up to 50% of quota;</li><li>1.5% of incentive target for each 1% of attainment between 50% and 75%;</li><li>1% of incentive target for each 1% of attainment between 75% and 100%; and</li><li>Once performance exceeds 100% attainment, incentive rates are at or above 1% for each 1% of attainment with no cap on incentive compensation.</li></ul><br/><br/>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.<br/><br/>The applicable full salary ranges for this position, by specific state, are listed below:<br/><br/>New York City Metro Area:<br/>$134,500.00 - $202,600.00<br/><br/>Non-Metro New York state & Washington state:<br/>$119,200.00 - $200,800.00<br/><br/>* 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.<br/><br/>** Employees in Illinois, whether exempt or non-exempt, will participate in a unique time off program to meet local requirements.</div>