Capital Projects Engineering Program Manager

About the role

Meet the Team Join a passionate engineering team supporting Cisco’s Corporate Real Estate infrastructure operations. The team’s work is focused on mechanical & electrical building infrastructure globally including critical systems, smart building systems, maintenance excellence, & building automation. Our team ensures Cisco’s workplace has energy efficient, reliable, and resilient operations. With a diverse and highly skilled group of engineers and support staff, the team collaborates across Cisco’s Workplace Resources team & other internal business units to meet the needs of both Cisco’s office and critical facilities operations.

What’s exciting about this team

This team is driven to drive new technologies, champion sustainability, and set the standard for mechanical & electrical design excellence at Cisco.

What You’ll Do

• Own critical leadership, technical innovation, and strategic influence on Cisco’s capital projects focusing on projects that have specific technical infrastructure requirements.
• Provide technical leadership & strategy for infrastructure equipment design and selection.
• Serve as technical expert to be part of and support global technical team across Cisco’s Corporate Real Estate group for problem solving and setting maintenance excellence practices.
• Celebrate innovation and new product designs where feasible to meet Cisco goals.

Minimum Qualifications

• Bachelor’s degree in Mechanical or Electrical Engineering with at least 5 years of experience post graduation.
• Excellent understanding of mechanical and electrical infrastructure equipment deployed in corporate real estate facilities.
• Proven ability to drive design standards and document required equipment specifications.
• Demonstrated experience with cost reduction activities for existing designs.
• Knowledge of industry standard project management software.

Preferred Qualifications

• Strong leadership and team coordination skills.
• Experience working within datacenter environments.
• Experience working with suppliers on custom solutions.
• Expertise in sustainability and energy efficiency.
• Excellent communication and stakeholder management abilities.

Pay

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.

Benefits

• Medical, dental and vision insurance.
• A 401(k) plan with a Cisco matching contribution.
• Paid parental leave.
• Short and long-term disability coverage.
• Basic life insurance.

Additional Paid Time Off

• 10 paid holidays per full calendar year, plus 1 floating holiday for non-exempt employees.
• 1 paid day off for employee’s birthday.
• Payed year-end holiday shutdown.
• 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.
• Optional 10 paid days per full calendar year to volunteer.

Quota-Based Sales Roles

• 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.