Finance Manager- Americas Distribution Position Available In Durham, North Carolina

Finance Manager- Americas Distribution 4.1 4.1 out of 5 stars Research Triangle Park, NC The application window is expected to close on: 5/12/25. Job posting may be removed earlier if the position is filled or if a sufficient number of applications are received. Meet the Team Join our dynamic team as a key player within the Americas Distribution Finance Team. You will hold a meaningful role as the lead FP&A manager for the Americas theater within the distribution channel, acting as a strategic partner with the Americas Distribution sales team. Your Impact In this role, you will be pivotal in ensuring that the distribution organization within the Americas theater operates efficiently.

Responsibilites Manage Reporting & Forecasting:

Coordinate Americas Distribution bookings reporting and forecasting, ensuring the timely and accurate completion of all regular deliverables.

Lead Forecast Meetings:

Conduct regular forecast meetings with business partners and finance teammates to align on key metrics and projections. Collaborate on

Reporting Processes:

Partner with Americas GEO finance and WW Distribution Finance Teams to establish robust reporting processes and collaborate on forecasting activities.

Target Setting & Goaling:

Lead the target setting and goaling processes for the Americas distribution team.

Advisory Role:

Advise teams on booking quality, backlog, and pipeline reporting to optimize performance.

Stakeholder Partnership:

Partner with business collaborators to drive business outcomes and critical initiatives.

Mentorship:

Mentor teammates on forecasting and reporting-related issues, encouraging a culture of continuous improvement.

Minimum Qualifications:

Bachelor’s Degree in Finance, Accounting, or Business (MBA or CPA preferred). 8+ years of applicable experience. Experience in sales FP&A and forecasting. Extensive knowledge of Excel and experience in handling large datasets.

Preferred Qualifications:

Proficient analytical skills, capable of breaking down complex requirements into effective solutions. Proficiency with financial tools and databases. Familiarity with SAP Business Objects, preferably in the Cisco FinBI bookings universe. Strong ability to build executive presentations using PowerPoint. #WeAreCisco where every individual brings their unique skills and perspectives together to pursue our purpose of powering an inclusive future for all. Our passion is connection—we celebrate our employees’ diverse set of backgrounds and focus on unlocking potential. Cisconians often experience one company, many careers where learning and development are encouraged and supported at every stage. Our technology, tools, and culture pioneered hybrid work trends, allowing all to not only give their best, but be their best. We understand our outstanding opportunity to bring communities together and at the heart of that is our people. One-third of Cisconians collaborate in our 30 employee resource organizations, called Inclusive Communities, to connect, foster belonging, learn to be informed allies, and make a difference. Dedicated paid time off to volunteer—80 hours each year—allows us to give back to causes we are passionate about, and nearly 86% do! Our purpose, driven by our people, is what makes us the worldwide leader in technology that powers the internet. Helping our customers reimagine their applications, secure their enterprise, transform their infrastructure, and meet their sustainability goals is what we do best. We ensure that every step we take is a step towards a more inclusive future for all. Take your next step and be you, with us! #LI-IQ 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 (for non-exempt employees), plus a day off for their birthday. Non-Exempt new hires accrue up to 16 days of vacation time off each year, at a rate of 4.92 hours per pay period. Exempt new hires participate in Cisco’s flexible Vacation Time Off policy, which does not place a defined limit on how much vacation time eligible employees may use, but is subject to availability and some business limitations. All new hires are eligible for Sick Time Off subject to Cisco’s Sick Time Off Policy and will have eighty (80) hours of sick time off provided on their hire date and on January 1st of each year thereafter. Up to 80 hours of unused sick time will be carried forward from one calendar year to the next such that the maximum number of sick time hours an employee may have available is 160 hours. Employees in Illinois have a unique time off program designed specifically with local requirements in mind. All employees also have access to paid time away to deal with critical or emergency issues. We offer additional paid time to volunteer and give back to the community. 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 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 up to 125% of target. Cisco sales plans do not have a minimum threshold of performance for sales incentive compensation to be paid.