Business Operations Manager

Job posting may be removed earlier if the position is filled or if a sufficient number of applications are received.

This job posting is open to US based candidates, no relocation is available. Candidates in the Florida area are preferred.

Meet the Team You will be joining the Sales Capabilities & Readiness Strategy & Planning team. This team is focused on improving the integrity, efficiency, and scalability of our commercial transaction flows, sitting at the intersection of sales, operations, and IT.

Your Impact We're looking for a Business Operations Manager to join our Sales Capabilities & Readiness Strategy & Planning team. This role is designed for someone who is comfortable digging into complex environments and data sets and translating field reality into actionable operational improvements. You will work directly with sales teams and cross-functional partners worldwide to diagnose and resolve challenges caused by customer data fragmentation, data pollution, and process inefficiencies. You will drive alignment and execution across support, operations, and IT teams to implement durable solutions.

Responsibilities

• Analyze end-to-end commercial transaction flows (lead-to-order, order-to-cash, renewals) to identify breakdowns driven by poor data quality, fragmentation, and inconsistent processes.
• Quantify the business impact of inefficiencies, such as revenue leakage, cycle time delays, manual workarounds, and forecast inaccuracy.
• Partner directly with field sales, sales ops, deal desk, and customer success teams to conduct structured interviews, ride-alongs, and workflow observations to uncover root causes.
• Translate field insights into clear problem statements and prioritized initiatives to drive cross-functional resolution.
• Partner with IT, data engineering, and systems teams to design and implement scalable solutions.
• Define and advocate for improved data governance, standardization, and ownership models to reduce manual intervention and increase automation.
• Lead cross-functional initiatives from problem definition through implementation, establishing success metrics and ensuring changes are embedded in field workflows.

Minimum Qualifications:

• 4+ years of experience working with CRM (e.g., Salesforce), ERP systems, and data/reporting tools.
• 2+ years of proven ability to break down ambiguous problems and structure actionable solutions.
• Deep curiosity and willingness to engage directly with field teams to understand workflows.
• 1+ year of stakeholder leadership skills with the ability to influence across sales, IT, and executive levels.
• 1+ years of experience driving cross-functional alignment and project execution.

Preferred Qualifications:

• Comfortable operating in imperfect systems and navigating organizational complexity.
• Pragmatic problem-solver who balances ideal-state thinking with execution realities.
• High ownership and bias toward action.
• Experience in identifying and resolving systemic issues across tools, data models, and processes.
• A track record of delivering measurable reductions in transaction friction and manual workarounds.

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.

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.

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.

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.

U.S. employees are eligible for paid time away as described below, subject to Cisco's policies:

• 10 paid holidays per full calendar year, plus 1 floating holiday for non-exempt employees

• 1 paid day off for employee's birthday, paid year-end holiday shutdown, and 4 paid days off for personal wellness determined by Cisco

• 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

• 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)

• 80 hours of sick time off provided on hire date and each January 1st thereafter, and up to 80 hours ofunused sick timecarried forwardfrom one calendar yearto the next

• Additional paid time away may be requested to deal with critical or emergency issues for family members

• Optional 10 paid days per full calendar year to volunteer

For non-sales roles, employees are also eligible to earn annual bonuses subject to Cisco's policies.

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:

• .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 0% up to 125% of target. Cisco sales plans do not have a minimum threshold of performance for sales incentive compensation to be paid.

The applicable full salary ranges for this position, by specific state, are listed below:

New York City Metro Area:

Non-Metro New York state & Washington state:

* 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.

** Employees in Illinois, whether exempt or non-exempt, will participate in a unique time off program to meet local requirements.