Product Lifecycle Program Manager

Full Time
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Job Detail

  • Job ID 127011

Job Description

Product Lifecycle Program Manager Job Description

  • Location:
    San Jose, California, US
  • Area of Interest
    Supply Chain
  • Compensation Range
    133300 USD – 178500 USD
  • Job Type
  • Technology Interest
  • Job Id

What You’ll Do


Looking for a motivated and expert individual to drive the overall cost management and end-to-end product lifecycle from launch to EOL. This PLPM role is highly visible and will influence Manufacturing, Engineering, Marketing and Finance senior management in determining strategy and execution of several product solutions in worldwide manufacturing. This vital individual will supervise key areas including Engineering change Management, Product Quality and Cost, sustaining issues (i.e., line stop resolution, CAP accounts, AVL management, manufacturing process improvement). Orchestrate EOL Strategy and Planning development with integrated product team, Risk management (multi-source tech assessment, component, cost variance, supply chain review over product lifecycle). In this role, you will oversee action planning for product field performance (quality) and drive innovative initiatives focused on healthy gross margins.


Who You’ll Work With


In this highly visible role, you will be getting an amazing and unique opportunity to work very closely with HW/SW Engineering, Product Engineers, Marketing, OPT team members, GSM, Services, Manufacturing Ops, Global Planning & Fulfillment, Finance and EMS partners as well as driving regular discussions at different forums such as IPT, OPT, Quality etc.

PLPMs handle cost, quality and supply continuity issues along with product changes for sustaining products.


Minimum Requirements For The Role

  • Eight plus years’ experience in Supply chain in Tech industry.
  • Experience in Program Management, Partner Management
  • Supply Chain Knowledge especially in Outsourced Environments of hi-tech. Product Costing and Margin Analysis.
  • Knowledge on PLM processes
  • Expertise in Material Planning and Negotiations.
  • Experience in Manufacturing and process improvements to drive cost-down and lead-time improvements.
  • BA/BSc Engineering. MBA degree would be an advantage.
  • Electronics and Mechanical Engineers preferable with exposure on Value Engineering.


Why Cisco?


#WeAreCisco. We are all unique, but collectively we bring our talents to work as a team, to develop innovative technology and power a more inclusive, digital future for everyone. How do we do it? Well, for starters – with people like you!

Nearly every internet connection around the world touches Cisco. We’re the Internet’s optimists. Our technology makes sure the data traveling at light speed across connections does so securely, yet it’s not what we make but what we make happen which marks us out. We’re helping those who work in the health service to connect with patients and each other; schools, colleges, and universities to teach in even the most challenging of times. We’re helping businesses of all shapes and sizes to connect with their employees and customers in new ways, providing people with access to the digital skills they need and connecting the most remote parts of the world – whether through 5G, or otherwise.

We tackle whatever challenges come our way. We have each other’s backs, we recognize our accomplishments, and we grow together. We celebrate and support one another – from big and small things in life to big career moments. And giving back is in our DNA (we get 10 days off each year to do just that).

We know that powering an inclusive future starts with us. Because without diversity and a dedication to equality, there is no moving forward. Our 30 Inclusive Communities, that bring people together around commonalities or passions, are leading the way. Together we’re committed to learning, listening, caring for our communities, whilst supporting the most vulnerable with a collective effort to make this world a better place either with technology, or through our actions.

So, you have colorful hair? Don’t care. Tattoos? Show off your ink. Like polka dots? That’s cool. Pop culture geek? Many of us are. Passion for technology and world changing? Be you, with us! #WeAreCisco

Message to applicants applying to work in the U.S. and/or Canada:

When available, the salary range posted for this position reflects the projected hiring range for new hire, full-time salaries in U.S. and/or Canada locations, not including equity or benefits. For non-sales roles the hiring ranges reflect base salary only; employees are also eligible to receive annual bonuses. Hiring ranges for sales positions include base and incentive compensation target. Individual pay is determined by the candidate’s hiring location and additional factors, including but not limited to skillset, experience, and relevant education, certifications, or training. Applicants may not be eligible for the full salary range based on their U.S. or Canada hiring location. The recruiter can share more details about compensation for the role in your location during the hiring process.

U.S. employees have access to quality medical, dental and vision insurance, a 401(k) plan with a Cisco matching contribution, short and long-term disability coverage, basic life insurance and numerous wellbeing offerings. Employees receive up to twelve paid holidays per calendar year, which includes one floating holiday, plus a day off for their birthday. Employees accrue up to 20 days of Paid Time Off (PTO) each year and have access to paid time away to deal with critical or emergency issues without tapping into their PTO. We offer additional paid time to volunteer and give back to the community. Employees are also able to purchase company stock through our Employee Stock Purchase Program.

Employees on sales plans earn performance-based incentive pay on top of their base salary, which is split between quota and non-quota components. For quota-based incentive pay, Cisco pays at the standard rate of 1% of incentive target for each 1% revenue attainment against the quota up to 100%. Once performance exceeds 100% quota attainment, incentive rates may increase up to five times the standard rate with no cap on incentive compensation. For non-quota-based sales performance elements such as strategic sales objectives, Cisco may pay up to 125% of target. Cisco sales plans do not have a minimum threshold of performance for sales incentive compensation to be paid.



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