The application window is expected to close on: 07/01/2026
Job posting may be removed earlier if the position is filled or if a sufficient number of applications are received.
This remote role is open to US based candidates, no relocation is available.
The Cisco 360 Partner Program team is a fast-paced, innovative group crafting the future of our partner ecosystem. As the Partner Incentives & Strategic Programs Manager, you will be the manager of global incentives that empower partner account managers, sales engineers, and other targeted roles. Your efforts will help bridge the gap between Cisco's strategic priorities and our partners' success, ensuring our incentives drive meaningful business impact.
Your ImpactYou will be responsible for the end-to-end lifecycle of global partner-facing incentives. By combining financial rigor with creative program design, you will simplify the partner experience, optimize sales alignment, and provide the insights vital for executive decision-making.
Key Responsibilities- Incentive Strategy & Execution: Lead the modeling, set-up, execution and reporting of Partner Seller Rewards, a partner facing incentive built to empower and reward our partner Sales Engineers and Account Managers. Lead budget planning, forecasting, and ongoing funding insight to ensure alignment with company goals.
- Program Governance & Compliance: Manage terms & conditions, and compliance frameworks. Align with legal, finance, and brand compliance to ensure all programs meet global standards while utilizing the Program Decision Governance process for any changes.
- Operational Excellence: Lead all aspects of dashboard design, vendor onboarding, and IT requirements. Streamline exception-handling and provide "white-glove" support for high-value partner onboarding.
- Data-Driven Optimization: Analyze program performance to recommend improvements. Use data to measure partner/seller impact and iterate on offers to improve return on investment.
- Cross-Functional Leadership: Serve as the primary point of contact for go-to-market alignment, marketing, and change management teams to ensure flawless communication and deployment of incentive programs.
- Strategic Project Management: Work with leadership to help build, socialize, and implement global channel partner related strategic projects as required.
Minimum Qualifications- 8+ years of channel partner experience in the technology industry.
- 5-8 years of formal program management experience.
- Financial acumen: Expert-level Excel skills, forecasting, and experience with Contra and OPEX rules.
- Validated ability to lead global programs with cross-functional team members.
- Expertise in writing Business Requirements Documents (BRDs) and collaborating with IT/Ops to build partner-facing tools.
Preferred Qualifications- Experience in program governance, legal/financial compliance, and executive-level reporting.
- Strong communications skills with the ability to translate complex data into executive-ready presentations.
- An "impact-first" approach: You are comfortable navigating ambiguity and solving problems, with minimal direction.
- Adept at using AI to help drive incremental efficiencies across incentives and the team.
- BS/BA in Business, Marketing, Finance, or a related field.
- Ability to lead wide-ranging projects and hold project collaborators accountable.
Message to applicants applying to work in the U.S. and/or Canada:The starting salary range posted for this position is $109,300.00 to $145,200.00 and reflects the projected salary range for new hires in this position in U.S. and/or Canada locations, not including incentive compensation*, equity, or benefits.
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 of unused sick time carried forward from one calendar year to 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:
$132,300.00 - $200,100.00
Non-Metro New York state & Washington state:
$117,300.00 - $219,300.00
* 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.
