Strategy, Planning and Operations (SPO) Leader, JAPAN
Cisco
Strategy, Planning and Operations (SPO) Leader, Japan
What You Will Do?
The Strategy, Planning and Operations (SPO) Leader for the Japan Theater is a key leadership role with significant visibility and influence over the business. We are looking for a hands-on strategic thinker with a strong ability to execute to help transform and propel the JAPAN business to its next phase of growth. You will partner with the JAPAN Leadership Team and the broader functional teams to prioritize, plan, and operationalize key business strategies.
You will lead and develop a small team of Strategy and Operations professionals to identify and evaluate critical strategic priorities and accelerate action against these priorities through strategic and long-range business planning, performance management and operational excellence.
You will play a critical role to run and transforming the business, including:
· Orchestrating the development of Japan Theater’s strategic priorities to grow over market growth, increasing market share and drive sustainable growth.
· Owning and driving key Business Processes such as Strategy Plan, Long-range planning, Annual Business Plans, New Year Readiness, Quarterly Business Overviews, and other Business Cadences.
· Partnering with APJC and WW functions to ensure alignment between Cisco’s overall view and Japan such as - Strategic Direction, Enablement Programs and Best Practices.
· Leading the transformation of Japan Sales to SW/SaaS/Cloud
· Shaping the execution of CDA programs
· Managing the business with analytics, providing insights to identify growth opportunities to increase win-rate and market share, and turn around underperforming businesses
· Designing go-to-market to capture growth in the most effective and efficient way, innovating sales motions
· Incubating new initiatives until they are ready to scale
· Leading operational excellence in funnel Management, forecast accuracy and talent
· Drive field enablement for the Japan organization
· Partnering closely with Finance, People & Communities, and x-operations teams to ensure accountability and agility in execution
Who You Will Work With?
You will be a senior leader in the APJC Strategy Planning & Operations function, an amazing team of 100 professionals in the region, responsible for identifying growth opportunities, prioritizing investments/divestments, innovating go-to-market, realizing operational efficiencies, and bringing AI to modernize sales operations.
Who You Are?
You are a business leader with strong business acumen and a consultative mindset, well-rounded set of skills, high level of energy and curiosity, flexibility, can-do attitude, and a perpetual enthusiasm to partner with senior Cisco business leaders. You thrive in a fast-paced, team-based environment.
Your role is people, data, and communications intensive; it requires excellent leadership, critical thinking, independence, organizational, data analysis and communication skills, and managing by influence.
Specifically, we are looking for leaders who has the following characteristics and experiences:
· 10+ years in technology industry in a strategy & operations role or in a senior role in management consulting in the technology space.
· MBA from a top school is preferred
· Management Consulting experience from a top strategy consultancy is preferred
· Industry experience in technology, particularly in SaaS and Cloud, is preferred
· Strategic and innovative with an external awareness to adapt to market transitions and understand the nuances of selling complex solutions.
· Excellent leadership, management, strategic influencing, creative thinking, conflict resolution and team building skills.
· A teammate, developing and fostering meaningful relationships and strong collaboration skills, with amazing track record of leading and working with cross functional teams.
· Strong operational command of businesses, including metrics-based goals and achievement approach.
· Excellent written and verbal communication skills in Japanese and English; strong presentation skills and executive presence, with the ability to address and influence both executive and mid-level management.
· A self-starter, independent and a driver. Detail oriented, have a 'can-do' attitude, takes initiative and is highly organized. Acts with a sense of urgency.
Why Cisco?
At Cisco, each person brings their different talents to work as a team and make a difference.
Yes, our technology changes the way the world works, lives, plays and learns, but our edge comes from our people.
We connect everything – people, process, data and things – and we use those connections to change our world for the better.
We innovate everywhere - From launching a new era of networking that adapts, learns and protects, to building Cisco Services that accelerate businesses and business results. Our technology powers entertainment, retail, healthcare, education and more – from Smart-cities to your everyday devices.
We benefit everyone - We do all of this while striving for a culture that empowers every person to be the difference, at work and in our communities.
We are an equal opportunity employer and value diversity at our company. We do not discriminate based on race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.
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.