EMEA Travel & Card Strategic Sourcing Manager

Travel & Card services provide optimized, best-in-class travel solutions value through standard purchasing tools, methods and terms aligned to Cisco’s Procurement Policies while optimizing spend, cultivating strategic supplier relationships to drive performance, and digitally tightening compliance and controls through data and insights to mitigate risks.

Travel services consist of six sub-commodities: airlines, corporate cards, travel technology, ground transport, hotels, and travel agency.

In this role, you will be required to have a solid understanding of procurement operations and business challenges, and the ability to translate them into solutions.

Who You'll Work With?

You will work closely with a wide variety of partners and multi-functional teams (e.g. finance, invoicing, tax, risk, and compliance, category and supplier management) to implement Travel Services strategy in the regions, standardize and improve the service, and mitigate risk for Cisco.

You will work closely with the Global Travel & Card Service Leader supporting strategic oversight including craft, recommend, implement, administer, update and carry out policies and procedures.

Your role will require you to partner closely with Global Procurement Category and Supplier managers on negotiations and contracts. Solid understanding of sourcing Air, Hotel and TMC including RFP, bidding process, contract pricing, and renewals.

Regional Relationship Management

Responsible for establishing and maintaining relationships with regional and global partners and business functions to identify business requirements including legal, tax, finance, HR, etc.

Partner with SAP Concur Centers of Excellence (Scrum Teams), Business Architecture and Country Enablement to translate business requirements into functional system design documentation.

Track and analyze business function feedback to build new business requirements (e.g. surveys results, case management C-SAT, reported escalations or process exceptions).

Partner with Change Management to update documentation based on business functions/end-user feedback.

Identify end users/business profiles for targeted training and testing in the region.

Collaborate across regions and services to keep alignment and standardization.

Regional Service Governance

You will be responsible for managing the processes as part of the service in the region. You will also be responsible for regular reporting as part of Regional Travel Operational Service Review of the critical metrics which includes:

Current volume drives forecasted volume drivers (new release impact forecast), volume drive risk and concerns.

Regional quality of service which includes case metrics and plans improvement quality metrics, if applicable.

Productivity metrics including process cycle times, time to value, and capacity utilization.

Customer Experience reported from case management scoring and survey results.

All the metrics should be reported with category and business functions view with an actionable plan to align with global targets and benchmarks.

You will be responsible for leading the resources who support travel and payment solution processes in the region including:

Current staffing model and future staffing model to align with service roadmap.

Govern physical & IT security with vendor providing service (access validation, assets, application data access).

Assessment of training progress and quality scores for new joiners.

Responsible for validation of travel & payment process and controls accuracy in the region including:

Quality assessment of controls and processes (internal audits).

Processes specific to the regional requirements created and kept up to date.

Responsible for driving incremental process improvement to bring efficiency gains and reduce costs; all processes improvement should be planned and documented including benefit/value.

Implementation of new controls defined in partnership with Risk and Compliance COE.

Regional Operational Readiness

Responsible for preparing the regions for new Travel , Card and Expense system releases, process changes and new controls including:

Capability assessment impact and benefit to the region and countries.

Identification of stabilization risks and mitigation plans.

Future staffing model including skills assessment and training plan.

Involvement in testing for documented business requirements and co-ordination with end users/business functions and stakeholders.

Documenting all changes in updated process maps and desktop procedures including audit procedures.

Additional responsibilities and duties:

Reprioritize work with limited direction and complete additional projects/tasks as assigned

Benchmark processes and provide recommendations for improvements and standardization

Who You Are

You've got experience in leading domestic and international travel, SAP Concur T&E products, payments and expense programs, meetings management and relocations in the travel space to effectively implement, direct and lead spend across the company. You will direct operations, processes and implementation of Travel and all related services in EMEA. You will indirectly lead a team of travel professionals from our vendor partners.

Minimum Qualifications:

7+ years of expertise in the travel industry, with demonstrated track record and technical expertise in all travel-related categories

Knowledge of SAP Concur T&E reporting and processing

Great communication (oral and written) and negotiation skills

Knowledge of international travel regulations, process, systems, customs and currencies

Solid understanding of Travel and Expense important metrics

Strong knowledge of end-to-end Global Travel management

Preferred Qualifications:

European / Global experience considered a big plus

Ability to work with an Agile approach

An analytical mind with strong business insight

Bachelor’s Degree or equivalent experience at a minimum

Desired Qualifications:

Knowledge of MS Office and TMC/GDS/OBT solutions

Travel or Meetings and Events industry qualifications (e.g. CIPS, GLP, CCTE, CMP)

Customer-focused approach

Ability to run P+L and track record leading global programs

Consistent record of success as a Travel/Meetings & Events Category Manager

Presentation skills – Ability to craft and handle documents as well as present to leadership at all levels

WeAreCisco

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-TK1

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.

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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.

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