Leader, Risk Management

This is a hybrid role based once a week out of the Cisco office in the US.

Meet The Team

The Supply Chain Risk Management Team sits within the Strategy and Resiliency Operations function in Cisco’s Global Supply Chain. Our mission is to drive resiliency throughout Global Supply Chain which enables durable growth and protects Cisco’s operations and brand. We achieve this by capturing comprehensive insight into our extended supplier and partner ecosystem, and by combining operational expertise with sophisticated data analytics, we identify and mitigate risks. Our team is a highly empowered collaborative group who is committed to Cisco's operational excellence by integrating risk oversight with proactive, strategic mitigation initiatives.

 Your Impact

Lead the team: Manage and develop a team of risk analysts and operations professionals. Set clear priorities, model constructive communication, and coach team members through the transition to new processes and tools to help develop the analytical rigor and cross-functional influence needed to embed risk thinking across GSC.

Run the business: Oversee current operational risk management activities, incident response, compliance with risk frameworks, and cross-functional partner engagement to ensure continuity and accountability. Work cross-functionally with all other supply chain functions to embed risk thinking into operational decision-making.

Build the future: Design and implement proactive risk management processes, including risk identification frameworks, scenario planning, early warning systems, and preventive controls using AI tools and data from internal and external signals.

Drive adoption: Lead the change curve as GSC shifts from reactive to proactive risk management. Communicate progress transparently, build stakeholder confidence, and navigate the organizational resistance and process friction that emerge during large-scale adoption, maintaining momentum and partner confidence.

Represent risk: Participate in GSC leadership forums, translating risk insights into business implications and ensuring risk considerations shape strategic supply chain decisions.”

Minimum Qualifications

• 10+ years of operational or enterprise risk management experience, ideally in supply chain, manufacturing, or logistics environments.
• Demonstrated success building risk processes and driving organizational adoption of new frameworks.
• Strong team leadership and coaching capability; ability to attract and retain talent.
• Comfort with ambiguity and change; experience managing transformation initiatives in complex, cross-functional environments.
• Strategic thinking paired with operational rigor, equally comfortable designing systems and executing day-to-day operations.
• Excellent communication skills; ability to translate risk concepts for business leaders and operational teams.

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 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:

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.