The application window is expected to close on: 12/16/2025.

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

Meet The Team

Value Protection serves as the trusted partner to Global Procurement Services, identifying and mitigating risk across the Procure to Pay (P2P) lifecycle through preventative analytics, policy stewardship, compliance oversight, and strong operational controls.

Within Value Protection, Contingent Workforce Risk & Compliance transforms complex regulatory obligations and operational data into actionable intelligence. We partner across Legal, HR, Category Management, Talent, Operations, and Supplier Sourcing functions to ensure Cisco’s contingent workforce practices remain compliant, efficient, and strategically aligned.

As part of this team, you will play a central role in crafting how Cisco leads compliance, identifies risks, and develops scalable processes for our global contingent workforce oversight program.

Your Impact

In this role, you will translate complex regulatory requirements and operational data into actionable insights that strengthen Cisco’s contingent workforce compliance program. You will deliver analytics and reporting that advise decision-making, uncover emerging risks, and highlight trends across global regions. You will evaluate regulatory changes, analyze operational patterns, and map end-to-end contingent workforce processes to identify gaps, friction points, and improvement opportunities.

You will also translate business needs into clear requirements and partner with Legal, HR, and operational stakeholders to develop scalable, compliant solutions. Through this work, you will directly influence how Cisco governs, leads, and mitigates risk within its global contingent labor program.

Responsibilities

Maintain robust control testing frameworks for contingent workforce compliance processes, ensuring alignment with evolving regulatory requirements and internal policies.
Lead the analysis, reconciliation, and validation of external regulatory updates (e.g., staffing industry legal changes) across various global regions (EMEA, APAC, Americas).
Collaborate closely with legal and operational teams to interpret and apply country-specific laws and regulations to contingent workforce management, mitigating risk and protecting the company.
Design and implement process improvements and develop tools (e.g., knowledge repositories, decision matrices, communication templates) to improve efficiency, transparency, and compliance in contingent workforce operations.
Act as a subject matter expert for escalations related to contingent workforce compliance issues and country-specific legal requirements, providing guidance and solutions.
Manage and track compliance-related tasks and escalations via appropriate systems (e.g., ServiceNow), ensuring timely resolution and adherence to service level agreements.
Collaborate on cross-functional initiatives and contribute to team-level projects that enhance compliance operations.
Apply domain expertise to analyze data, generate insights, and support informed decision-making.
Support less-experienced team members through knowledge sharing and guidance.
Make informed decisions by evaluating multiple alternatives and understanding downstream impacts on related teams.

Minimum Qualifications

Bachelor's degree (or equivalent) with 5+ years of experience in Business Intelligence, or Master's degree (or equivalent) with 2+ years of experience in Business Intelligence.
Experience performing compliance and risk assessments.
Experience identifying data anomalies and formulating recommendations for data enhancement and acquisition.
Demonstrated experience in analyzing and evaluating complex datasets to identify trends and patterns, advising data-driven decisions.
Experience developing and leading business analysis programs and initiatives.

Preferred Qualifications

Experience collaborating regularly with peers or external and internal partners.
Ability to communicate moderately complex concepts and interact effectively to advise and direct action.
Strong understanding of key business drivers and the ability to leverage this understanding to accomplish work goals.
Proven ability to adopt and implement business and process improvements.

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:

The starting salary range posted for this position is $92,000.00 to $123,800.00 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. 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

$114,400.00 - $171,300.00

Non-Metro New York State & Washington State

$100,200.00 - $153,200.00

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.

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