Financial Controls & Compliance Manager (Hybrid)

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

Members of the Finance organization at select locations will generally be expected to follow a hybrid work model, which includes two days of in-office attendance each week, with limited exceptions.

This is a hybrid role with two days per week at Cisco’s Atlanta or RTP offices.

The SOX Readiness team is part of the Corporate Controller organization and partners with functional process owners and IT in the execution of Cisco’s enterprise-wide SOX Compliance Program. We use outstanding methodologies to enable continuous monitoring of the control environment and reporting in support of senior executive certifications.

Reporting to the SOX Readiness Manager, this person will be a key resource supporting the risk assessment, prioritizing, and execution of the SOX program for certain key financial functional processes. This role gives the individual broad exposure to Cisco's business processes and is a collaborative partner engaging with our internal finance, IT, and operations business partners. This role will partner with project teams in the evaluation of risk and internal control impact of large-scale projects that could affect the design, efficiency, and effectiveness of the control environment.

You will work on enabling transformational capabilities for Cisco by ensuring SOX controls maintain continued compliance as updates are made to our systems and processes.
You'll get a view of the next big projects happening in Cisco and conduct initial project assignments based on risk. You'll ensure quality reviews and coordinate cross-functional risk-assessments with key stakeholders and control owners. You will provide timely, clear communication with key stakeholders on their roles and responsibilities in supporting an effective internal control risk assessment.

You will operate as a Strategic Partner with key stakeholders to include Project Teams, SOX Design Managers, SOX IT, External Auditors, and Business Process Teams and respective cross-functional organizations. You will be responsible for setting expectations and leading all aspects of SOX Readiness Risk Assessment activities.

• 5 - 8+ years of internal control / audit / accounting experience with strong understanding of financial reporting risks and appropriate control design
• Experience evaluating E2E processes and process changes, including business processes and key systems / tools

• Certifications: MBA, CPA, CIA, or CISA preferred, but not required
• Strong preference for previous Big 4 experience (PwC, EY, Deloitte, KPMG)
• Experienced with project management including dynamic environments with deadlines
• Familiarity with Systems Development Lifecycle (SDLC) processes
• Ability to communicate effectively with strong interpersonal skills with the ability to partner with cross functional teams
• Self-starter capable of driving action items to closure
• Outstanding organization skills with attention to detail
• Adept at problem solving and critical thinking, specifically regarding risk mitigation

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.