Change Manager

2 tygodni temu

Kraków, Lesser Poland Cisco Systems, Inc. Pełny etat

Cisco Managed Services Change Management governs the deployment of new upgrades, features, and patches as well as the deployment of new hardware and software to improve our customers' networks. Change Management ensures that deployment into the customer networks is a controlled and stable event, preventing unplanned outages and impact on the activities performed.

What You'll Do?

All CMS team members are expected to add value in the following areas:

  • Understand and meet customer agreements (SLO/SLA/commitments)
  • Follow and participate in the improvement of established team processes
  • Identify and adhere to cost reduction measures
  • Accountable for following established team processes
  • Understand ITIL framework (Event, Incident, Change & Problem Management)
  • Collaborate with peers and cross-functional teams
  • Maintaining knowledge required to perform role effectively
  • Participate in regular synch ups
  • Actively share / develop innovation and automations for continued improvement

Specific to the role of Change Manager, responsibilities may include:

  • Engage directly with senior engineers and service delivery managers to deploy in their customer environments.
  • Ensure all team members follow process in the testing and deployment of patches, upgrades, and new hardware and software.
  • Manage the schedule of activities in the environment to ensure no conflicts between release teams.
  • Reviews the technical details of changes planned, providing a first-line defense against improper change activities.
  • Makes recommendations around continual service improvements related to change management activities.
  • Drives changes to process and procedures to speed deployment while protecting the customer environment.
  • Ensures that resources conduct the four phases of the upgrade across our window (pre-checks, upgrade, post-checks, remediation). Resources will also conduct pre- & post-checks as part of the change validation engineering efforts.

Who You Are

  • You are a self-starter who requires little oversight to achieve your goals and meet your objectives.
  • You work well with others and are truly a team player.
  • Protecting customer environments is in your DNA.
  • You have excellent verbal and written communication skills.
  • You are able to see the big picture even when analyzing multiple complex factors under pressure.
  • You have a deep understanding of the fundamentals of Change Management.

Desired Skills:

  • Good organizational skills
  • Ability to prioritize workload while managing customer commitments.
  • Strong written/verbal communications skillset
  • Strong interpersonal and teamwork skills
  • Able to work independently with minimal supervision.
  • ITIL Foundation Certification
  • Solid grasp of ITIL framework and Change Management function

Why Cisco

#WeAreCisco, where each person is unique, but we bring our talents to work as a team and make a difference powering an inclusive future for all.

We embrace digital, and help our customers implement change in their digital businesses. Some may think we're "old" (36 years strong) and only about hardware, but we're also a software company. And a security company. We even invented an intuitive network that adapts, predicts, learns and protects. No other company can do what we do – you can't put us in a box

But "Digital Transformation" is an empty buzz phrase without a culture that allows for innovation, creativity, and yes, even failure (if you learn from it.)

Day to day, we focus on the give and take. We give our best, give our egos a break, and give of ourselves (because giving back is built into our DNA.) We take accountability, bold steps, and take difference to heart. Because without diversity of thought and a dedication to equality for all, there is no moving forward.

So, you have colorful hair? Don't care. Tattoos? Show off your ink. Like polka dots? That's cool. Pop culture geek? Many of us are. Passion for technology and world changing? Be you, with us

#CXCHiring

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, 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 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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