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

Meet the Team

Join the Splunk Global Field Enablement, Readiness and Solutions (GFERS) team, where we lead the New Product Introduction (NPI) Program and Technical Enablement for Sales framework. Our team acts as the strategic engine ensuring that the high volume and velocity of releases across the Splunk portfolio are seamlessly translated into field readiness. We operate at the intersection of Product Management, Engineering, and GTM Leadership to scale enablement for both sellers and technical sellers. It is a high-impact environment focused on operational excellence, governance, and the alignment of Splunk’s innovation with Cisco’s product development methodologies.

Your Impact

Lead and scale the NPI Enablement Program as a People Leader to ensure the global sales force is equipped for every product launch. You will manage a team of NPI Program Managers, operationalize the NPI program framework, and govern the GFERS Launch Kit Tiering model aligned to the Cisco Product Development Methodology (CPDM). Drive the architecture of technical NPI curriculum across foundational to advanced levels and build executive telemetry via Power BI/Tableau to track release coverage. Success in this role means establishing a scalable, high-velocity enablement engine that ensures consistent readiness across the expanding Cisco and Splunk unified portfolio.

Minimum Qualifications

• 8–12+ years of Technical Program Management, Field Enablement, Technical Marketing, or Product Operations in enterprise cloud, SaaS, or cybersecurity.
• 3+ years of direct people leadership experience managing technical program managers or technical enablement specialists.
• Deep expertise in New Product Introduction (NPI) life cycles, stage-gate governance (CPDM / Agile / Stage-Gate), and roadmapping systems (Jira, Asana, Confluence).
• Strong understanding of technical sales personas (SE, SA, Specialist) and technical selling activities.
• Bachelor's degree in Computer Science, Engineering, Business, or equivalent practical experience.

Preferred Qualifications

• PMP or PgMP certification.
• Exceptional stakeholder orchestration and executive presence with a proven ability to drive alignment without direct authority.
• Experience building and maintaining executive dashboards using Power BI or Tableau.
• Ability to structure complex technical curriculum requirements across multiple competency levels (101, 201, 301).
• Experience balancing program workloads across diverse product domains such as Security, Observability, and Platform.

Why Cisco? 

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. 

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

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:

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.