Saudi/GCC Indirect Tax Manager
Cisco
This advertisement is for an individual contributor role based in Saudi Arabia.
The position
The Saudi Arabia/GCC Indirect Tax Manager is an important international theater role. The role reports to the Senior Indirect Tax Manager – Emerging, GCC, Asia Pacific & Japan. The role will involve coordinating with the indirect tax managers in the other theaters as well as with the other tax functions, compliance and customs peers, within the GCC theatre. Further, this role will partner with a variety of business and functions to support business opportunities and expansion from an indirect and direct tax perspective.
Specific Responsibilities
- Strategically manage all indirect tax matters (advisory and compliance) and ensuring full compliance with the applicable tax legislation for the Cisco entities located in Saudi Arabia/GCC member States.
- Help with e-invoice requirements including reconciliation, internal and external advice
- Build partnership with the global indirect tax team.
- Increase awareness of indirect tax impact within Cisco to optimize indirect tax end-to-end processes, reduce cost and risk areas and embrace cost saving opportunities for the GCC Cisco entities.
- Oversee the Cisco entities’ indirect tax infrastructure, assure indirect tax requirements are met for all business activities, recommend and implement improvement opportunities.
- Build relationships with relevant business organizations and other functions to support initiatives, assure early engagement in projects and pro-actively propose solutions.
- Partner with Cisco’s finance organization, assure e-business solutions and automated tools are implemented where possible.
- Assure knowledge and best practice sharing within the GCC team and with the other theaters.
- Effectively manage indirect tax audits and government relationships for the GCC Cisco entities.
- Identify, manage and resolve risk areas for the GCC Cisco entities.
- Keep abreast with tax law changes, follow up and implement new processes and strategies where necessary and/or appropriate.
Qualifications & Experience
Technical Skills:
- Specialist in indirect taxes, ideally trained at one of the major accounting/tax advisory firms
- Excellent accounting and general systems knowledge
Soft Skills:
- Able to communicate technical concepts to suit different audiences
- Delivery focused and customer service mentality
- Strong Collaboration and team working skills
- Strong cross-functional, cross-cultural and business partnership skills
- Strong project management skills
- Fluent in English
Industry or Sector Experience:
- A minimum of 5 years of relevant indirect tax experience. Experience within a multinational company or at a major accountancy or legal consultancy would be highly advantageous
Education:
- Education at University level, higher degrees would be a strong advantage
Why Cisco?
At Cisco, we’re revolutionizing how data and infrastructure connect and protect organizations in the AI era – and beyond. We’ve been innovating fearlessly for 40 years to create solutions that power how humans and technology work together across the physical and digital worlds. These solutions provide customers with unparalleled security, visibility, and insights across the entire digital footprint. Simply put – we power the future.
Fueled by the depth and breadth of our technology, we experiment and create meaningful solutions. Add to that our worldwide network of doers and experts, and you’ll see that the opportunities to grow and build are limitless. We work as a team, collaborating with empathy to make really big things happen on a global scale. Because our solutions are everywhere, our impact is everywhere.
We are Cisco, and our power starts with you.
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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.