Social Media Communications Manager (Remote)

Meet the Team

This role sits on a senior communications team supporting the Chief Customer Experience Officer, a C-suite executive building one of the most ambitious executive social platforms in enterprise tech. The team's flagship program is the executive's LinkedIn presence: a thought leadership platform positioning the executive as a leading voice on AI transformation for the enterprise, with an aggressive audience growth goal and an operating model that pairs sharp editorial judgment with AI-augmented production. The Social Media Manager works alongside a Designer and a Thought Leadership Content Lead, and partners closely with Global Communications and the executive's broader communications team.

Role Overview

The Social Media Manager owns the day-to-day operation of the executive's social media presence and serves as the team's resident platform expert. LinkedIn is the priority channel. It is the center of gravity for the executive's thought leadership platform and the primary focus of this role, with an eye toward expanding to X, and to YouTube as part of a developing vodcast strategy. This is a hands-on, expert-practitioner role: the Manager runs channel strategy, community management, reporting, and social listening as one integrated practice, so that every engagement, metric, and insight serves the same goal: establishing the executive as the de facto thought leader in AI transformation for the enterprise.

Own the five pillars of a social media program end-to-end:

• Editorial planning
• Content creation
• Social listening
• Social reporting
• Community management
  

In this role, you will be expected to spend real time in the feed every day. You will be responsible for tracking influencers, peers, and analysts; monitoring conversations relevant to the executive's content themes; and identifying the moments worth showing up for. The core deliverable is a steady stream of recommended engagements, inspirational content, and social-first insights.

The role carries editorial oversight. The Social Media Manager is the final quality gate for voice and platform fit on everything that ships. This role is ideal for a social media expert who combines true community management instincts with analytical rigor and outstanding judgment about executive voice.

Core Responsibilities

Channel Strategy & Management: Own the day-to-day management of the executive's LinkedIn presence: Editorial calendar, publishing cadence, content mix, and platform best practices.
Executive Voice Drafting: Draft posts, suggested comments and replies in the executive's authentic voice. Be sincere, specific, and platform-native, so recommendations can be approved with minimal executive time investment.
Social Reporting: Own social reporting end-to-end, from monthly performance reports to campaign-level analysis. Bring a strong point of view on which metrics to measure and why they matter; translate data into insights that drive real content and strategy decisions rather than reporting for its own sake. Influencer, Peer & Analyst Tracking: Build and maintain curated lists of the influencers, peer executives, analysts, and media voices shaping the executive's space. Track what they publish, flag when they engage with the executive's content, and recommend when and how the executive should engage with theirs.
Social Listening & Insight: Maintain a structured social listening practice. Identify trending conversations, emerging themes, and customer insights; feed that intelligence back into the organization - most importantly into the executive's content creation process as briefs, angles, and proof points.
Community Management & Engagement: Monitor engagement on the executive's posts and relevant conversations across the platform, identify high-value engagement opportunities, and deliver regular insights to the team.
Editorial Oversight & Quality Control: Serve as the final quality gate for voice, platform fit, and production quality on content before it reaches the executive for review or publishes. Provide editorial direction and feedback on Designer and Operator work.
Internal Amplification & Enablement: Produce enablement briefs and toolkits that mobilize internal teams, advocates, and leaders to engage with the executive's content, and coordinate with Global Communications so the executive's social presence stays aligned with broader corporate communications.
AI-Augmented Workflow: Operate and continuously improve the team's AI-assisted workflows across drafting, listening, and reporting. Bring judgment about where AI accelerates the work and where human editorial instinct must lead.

Preferred Qualifications

• Expert-level understanding of LinkedIn - algorithm behavior, content formats, engagement mechanics, and audience growth strategies - plus working fluency in X and YouTube and how an executive presence translates across platforms.
• Significant community management experience and a real appetite for the practice - identifying conversations worth joining, recommending engagements, and managing an executive's presence in the replies
• Demonstrated experience writing in an executive's voice - comments, replies, and social copy that ship with light edits
• Solid foundation in social reporting, with a strong point of view on what to measure and why it matters - able to defend the metrics they choose and retire the ones that don't earn their place
• An established social listening practice - the ability to surface trending conversations and customer insights and convert them into content recommendations
• Experience tracking influencers, analysts, and peer executives, and building engagement strategies around them
• Strong editorial judgment - ability to assess content for strategic value, voice, and platform fit without constant input
• Data literacy - fluent in LinkedIn analytics and comfortable building reports senior stakeholders act on
• Proficiency and interest in AI tools; experience building AI-assisted content workflows
• Experience supporting C-suite executives or working in executive communications; familiarity with AI, enterprise technology, or B2B tech is a plus

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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.