Director, Corporate Planning

Application window closes on August 7, 2026, or earlier if the position is filled or sufficient applications are received.

About the Team

The Office of the CEO (OCEO) partners with the Executive Leadership Team (ELT) to drive the planning and operating rhythms that enable Cisco to execute against its most critical priorities. Serving as the connective tissue across the ELT and its stakeholders, OCEO leads the Corporate Planning function inclusive of Annual Planning and QBO processes—bringing together strategy, execution, and organizational rigor to drive alignment, informed decision-making, and measurable business outcomes.

Responsibilities

• Lead the strategy and execution for Cisco’s Annual Planning process, ensuring alignment between company priorities, functional plans, and executive leadership objectives.
• Own the Quarterly Business Objective (QBO) operating cadence, driving effective planning, execution, and follow-through by connecting priorities, action items, and commitments across stakeholders.
• Evolve Cisco’s executive scorecard strategy, ensuring success measures are meaningful, aligned to business priorities, and integrated across Annual Planning and QBO processes.
• Manage alignment between Corporate Planning and the Business Entity (BE) Interlock process, ensuring effective prioritization, coordination, and execution of key initiatives.
• Continuously improve planning frameworks, governance mechanisms, and operating processes to increase transparency, accountability, and organizational effectiveness.
• Drive alignment across executive leadership teams and cross-functional stakeholders, ensuring priorities, planning processes, and planning materials are developed collaboratively and reflect a cohesive enterprise view.
• Develop a high-performing Corporate Planning team, fostering a culture of operational excellence, collaboration, and continuous improvement.

Requirements

• Bachelor's degree and 15 years of related experience, or equivalent related education and work experience.
• 10+ years of tenure in strategy, planning, & operations roles, including some experience with Cisco Sales, Product, CX, or Partner Organizations with a track record of translating long-term business strategy into execution.
• Development of strategies and building scalable frameworks and operating cadences that align teams around priorities, measurable outcomes, and execution plans.
• Demonstration of strong executive presence through building trusted relationships with ELT members, their teams, and cross-functional partners, enabling alignment on priorities, decisions, and execution.
• Experience advising executive leadership on complex business challenges by synthesizing inputs from multiple sources, translating insights into clear recommendations, and supporting timely, informed decision-making.

Preferred Qualifications

• Ability to present complex challenges and solutions in a structured and compelling way to diverse audiences.
• Prior experience developing and leading high-performing teams, with strong leadership, coaching, and mentoring skills.
• Experience driving interdepartmental collaboration and facilitating alignment across diverse collaborator groups to achieve shared business outcomes.
• Ability to balance critical thinking with operational execution, leading both ongoing business management cadences and high-priority initiatives in a dynamic environment.
• Ability to evolve, responding swiftly to leadership needs, organizational priorities, and shifting business requirements.

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.

Pay

The starting salary range for this position is $200,600.00 to $258,400.00 for new hires 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.

For certain locations, the full salary range is as follows:

• New York City Metro Area: $243,300.00 - $364,400.00
• Non-Metro New York State & Washington State: $217,700.00 - $327,000.00

For quota-based sales roles, the ranges provided include base pay and sales target incentive compensation combined.

Benefits

• Medical, dental, and vision insurance
• 401(k) plan with Cisco matching contribution
• Paid parental leave
• Short and long-term disability coverage
• Basic life insurance
• Restricted stock units (RSUs) with vesting periods
• 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
  • Paid year-end holiday shutdown
  • 4 paid days off for personal wellness
  • Non-exempt employees: 16 days of paid vacation time per full calendar year, accrued at 4.92 hours per pay period
  • Exempt employees: Flexible vacation time off with no defined limit (subject to business needs)
  • 80 hours of sick time off provided on hire date and each January 1st thereafter, with up to 80 hours of unused sick time carried forward
  • Additional paid time away for critical or emergency family issues
  • Optional 10 paid days per full calendar year to volunteer
• Annual bonuses for non-sales roles (subject to Cisco’s policies)
• For sales roles: Performance-based incentive pay split between quota and non-quota components, with specific payout structures based on revenue attainment.