Sales Compensation Analyst (SPM Systems & Scrum Master)

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

Members of the Finance organization at select locations will generally be expected to follow a hybrid work model, which includes two days of in-office attendance each week, with limited exceptions.

Meet the Team

We are a high-energy team of Business Systems Analysts, Developers, and QA specialists dedicated to the precision and evolution of our Sales Performance Management (SPM) ecosystem. We sit at the intersection of Finance, Sales Operations, and IT, ensuring that our global sales force is rewarded accurately and on time. We are currently embarking on a major multi-year Commissions System Migration, offering an outstanding opportunity to help develop the future of our technical landscape and operational excellence.

Your Impact

In this dual-capacity role, you will be a central driver of our SPM evolution. You will combine deep sales compensation knowledge with Agile leadership to manage critical system migrations and improvements. This is an exciting opportunity for someone who thrives with technical complexity and stakeholder alignment, allowing you to act as both a strategic domain expert and a Scrum Master for a highly technical delivery team.

• Project Lifecycle & Migration Management: Lead the end-to-end commissions system migration by maintaining master project plans, tracking dependencies, and managing the "source of truth" for all project artifacts and documentation.
• Agile Facilitation & Scrum Leadership: Serve as Scrum Master for a dedicated team, facilitating all ceremonies (Stand-ups, Planning, Retrospectives) and optimizing team efficiency by removing daily blockers.
• Business Alignment & Strategy: Partner closely with business stakeholders to gain a deep understanding of sales compensation plans and incentive structures, ensuring technical implementations align with evolving sales strategies.
• Capacity Planning & Resource Management: Develop the team's bandwidth and resource allocation to ensure commitments are realistic, balanced, and prioritized against the migration roadmap.
• Risk Mitigation & Stakeholder Synergy: Act as the main liaison between Sales Ops, Finance, and IT, proactively identifying timeline bottlenecks and facilitating steering committee updates to ensure a seamless go-live.

Minimum Qualifications

• 3+ years of demonstrated ability in Project Management or Project Coordination specifically within Sales Commissions or Incentive Compensation environments.
• 2+ years of experience working within or leading a technical team in an Agile/Scrum environment.
• Validated experience navigating the lifecycle of system migrations, including UAT, Parallel Runs, and Data Mapping.
• Showed strength with SPM platforms (e.g., Xactly, SAP Commissions, or similar incentive compensation software).
• Experience using JIRA for backlog management and Microsoft Office Suite (including SharePoint, PowerPoint, and Excel) for project documentation and reporting.

Preferred Qualifications

• Certified Scrum Master (CSM) or equivalent Agile certification.
• Exceptional organizational skills with a consistent track record of maintaining complex project schedules and detailed meeting governance.
• Strong "bridge-building" interpersonal skills with the ability to translate technical developer needs into business-friendly updates for leadership.
• Analytical approach with the ability to identify process improvement opportunities within complex commission logic.
• Experience in high-growth technology environments leading multi-functional partners across Finance and Sales Operations.

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.

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 ofunused sick timecarried forwardfrom one calendar yearto 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.