Sustaining Manufacturing Execution Role [Thailand]

 

What You’ll Do

The Sustaining Manufacturing Execution Role is accountable for the systematic flow of materials through the various ERP systems ensuring all systems are in sync. This role will champion the progressive supply planning policies, processes, and metrics needed to support CBM’s technologically advanced portfolio of semiconductor and optics products.

Specific responsibilities include:

• Manage and own tactical execution of solutions to align systems

• Actively participate and drive critical initiatives across the supply chain using best-in-class problem solving techniques and methodologies
• Collaborate with multiple internal customers, including Demand Planning, Logistics, Warehouse, Accounting. Work with contract manufacturers domestic and abroad
• Actively participate and collaborate with Supply Chain functions business & data teams to understand their strategic objectives and needs

Who You’ll Work With

The Sustaining Manufacturing Execution Role will collaborate externally with contract manufacturers both domestic and overseas. Internally they will collaborate heavily across Cisco teams, including Sales Operations, Demand Planning, Shipping & Receiving and Accounting & Finance.

Who You Are

• Hands-on Supply Chain expert spanning operations and contract manufacturing
• Inquisitive, collaborative, proactive, and able to adapt in a dynamic ERP-centric environment
• You work multi-functionally to position and orchestrate solutions consisting of multiple products.

Minimum Qualifications

• BA/BS Degree with equivalent work experience
• Minimum 8 years’ experience with at least 4 years’ experience in semiconductor or electronics manufacturing
• Minimum 4 years’ experience with Oracle or similar cloud-based ERP that utilized a planning engine to generate and track supply requirements.
• Experience leading system design, integration, and deployment in a complex, integrated environment
• Program management expertise, understanding of Supply Chain systems, and a consistent track record to drive the efforts with large cross functional teams.
• Excellent communication, leadership, and presentation skills. Capable of working and influencing across multiple functions.
• You are results oriented, ambitious, flexible, and able to adapt in a fast-paced, changing environment

Message to applicants applying to work in the U.S.:

When available, the salary range posted for this position reflects the projected hiring range for new hire, full-time salaries in U.S. 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. 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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