What You'll Do

An excellent opportunity is now available to join the Customer Experience (CX) Finance organization. The CX Finance team is looking for a highly motivated Finance Manager with the desire to be a difference maker, lead change and help shape business and financial strategy for Cisco's CX Americas FP&A organization.

As a Cisco CX Americas FP&A Finance Manager, you will support the Americas CX monthly, quarterly, and annual planning processes including bookings, revenue, COGS and P&L plans. You will engage with the Americas Theater Finance Managers, Financial Analysts, and business team members to develop actuals variance, forecast projections, and key related analytics to drive gross margin accuracy. You will socialize and maintain related reporting in partnership with the Sales Finance, CX WW FP&A Team, and our FP&A Center of Excellence (CoE). Scope will continue to grow with the needs of CX such as ARR, CX Portfolio Views, and new/renew bookings analysis. A successful candidate will have high data integrity, can effectively derive insights from data trends, and drive executive communication/collaboration with business partners.

The role is critical to generating the necessary FP&A support to the CX Americas organization. The applicant will be very knowledgeable of the CX PnL. This role is critically important as accurate information will drive good business conversations and executive decision-making. Further analysis helps the business achieve margin targets and expectations to the street.

Responsibilities will include

• P&L Forecast and Analysis (Revenue, COGS, Services Gross Margin, OPEX)
• Supporting our monthly, quarterly, and annual reporting calendars partnering with WW FP&A, theatre finance leads and business operations
• Execute annual planning activities: Americas Revenue/COGs plan setting, restatements, and plan allocation to theaters
• Ad hoc financial modeling of Revenue and COGs drivers by service offer, sales hierarchy, annual/multi-year, and new/renew views
• Continuously improve and work across functions to drive efficient processes and systems, and leverage best practices across regions
• Continual process optimization via automation, and scaling through the Robotic Process Automation (RPA), Dashboard Creation, and FP&A Center of Excellence (CoE)
• Consolidating and reporting on key CX metrics: Recurring Revenue Growth, Services Attach Rates, Renewal Rates, Services Penetration Rates
• Report to the CX Americas FP&A Lead supporting Region SVP

Who You'll Work With

You will work closely with CX Theatre Finance Managers, CX WW FP&A, CX Operations Managers, CX S&P, Theater Sales Controllers, CX Theatres VPs and Directors.

Who You Are

You are a highly motivated Finance professional with a solution-mindset, who applies critical thinking to tackle problems. You are able to deliver on short term commitments while building for the long-haul and work independently, take initiative and do without being told. You can rapidly adapt to changes in a transformation environment and have superb organizational and time management skills. Your dedication to the team and willingness are able to produce high quality work products consistently.

• BS degree in Finance, Accounting or Economics.
• 7+ years of relevant experience in Finance, FP&A, business partnership.
• High energetic, and self-motivated, capable of working to firm deadlines
• Strong problem-solving skills
• Strong interpersonal and collaboration skills, leadership potential
• Succinct communication; ability to explain complex concepts to a wide audience.
• Excellent command of MS Excel modeling (vlookup, lookup, sumifs, countif, if/and/or, pivot tables, etc.)
• Ability to transform large data sets into business insights.
• Confidence leading live Webex meetings.
• Familiarity with finance tools (Business Objects, MBR, SFDC, Cisco Ready)
• Technical aptitude to quickly learn and adopt new tools

Message to applicants applying to work in the U.S. and/or Canada:

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 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.