Director Global Supplier Management, Memory | SSD | CPU
Cisco
Application window is expected to close August 12, 2025
Job posting may be removed earlier if the position is filled or if a sufficient number of applications are received.
Meet the Team
Cisco Global Supplier Management (GSM) team is seeking a motivated Director to lead the Memory, SSD, CPU, and GPU commodity teams. You will be part of a highly impactful and dynamic organization collaborating with multi-functional teams and suppliers.
Your Impact
The Global Supplier Management (GSM) Organization is an industry leader in sourcing and supplier management that enable sustained innovation and supply chain excellence. You will join a very motivated team that achieves record setting results and a fun group that helps each other be successful at work and play. Our team's focus is to drive innovation as well as outstanding cost, quality and delivery; in order to accomplish this, you will work very closely with constituents across Supply Base, Engineering, Manufacturing, Marketing and Legal.
Responsibilities
- Collaborate with Business Unit partners to understand long-term requirements.
- Build relationships with internal and external stakeholders to build influence.
- Develop and implement strategies that align with overall corporate objectives
- Responsible for executing NPI sourcing strategy, and sustaining supplier management.
- Delivering on run-the-business objectives in support of Global Supplier Management, Supply Chain, and corporate strategies.
- Market sensing to build insight into short-term and long-term strategy shifts.
- Negotiation strategies for contracts, efficiency, supply and manufacturing agreements.
Minimum Qualifications
- BA/BS or equivalent Technical or MS degree
- Demonstrated ability of leading and developing strong teams
- 10+ years of multi-functional experience in supply chain, sales or engineering
- Excellent presentation and communication skills including written, verbal, and listening skills
Preferred Qualifications
- Strong analytical skills, understanding of specifications, performance metrics, fabrication processes, and applications of various types of GPU
- Knowledge of Memory, SSD, CPU, GPU market trends, suppliers and technological developments
- Brings a blend of commercial acumen with engineering problem-solving
- Solid experience with collaboration, communications, negotiations, facilitation, and contracts review.
- Adept at influencing decisions and developing solutions to complex business situations
- Solid grasp of supply chain management requirements at each phase of development and manufacturing process cycle
Pay Range: 220300 USD - 279700 USD
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.
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.