Splunk, a Cisco company, is building a safer and more resilient digital world with an end-to-end full stack platform made for a hybrid, multi-cloud world. Leading enterprises use our unified security and observability platform to keep their digital systems secure and reliable. Our customers love our technology, but it's our caring employees that make Splunk stand out as an amazing career destination. No matter where in the world or what level of the organization, we approach our work with kindness. So bring your work experience, problem-solving skills and talent, of course, but also bring your joy, your passion and all the things that make you, you. Come help organizations be their best, while you reach new heights with a team that has your back. **Role Summary** The Global Partner Organization is looking for a Global Channel Incentives Manager to join us! In this role, the candidate will assist with the incentive budget planning, new incentive design and implementation, and compliance for Spunk Channel Incentives. Work closely with various stakeholders in the Global Partner Organization to analyze, advise, plan, and manage budgets, enabling stakeholders to maintain forecast accuracy and effectively allocate resources. **What You'll Do** **Program Strategy and Execution:** + Design and implement global partner programs aligned with Splunk strategic objectives. + Create comprehensive program frameworks for partner enablement, engagement, and growth strategies. + Collaborate with cross-functional teams for program alignment with overall business goals. **Incentives Management:** + Develop and lead global partner incentives including front-end discounts, rebates, MDF, and practice-build incentives. + This role will be heavily focused on front-end discount and back-end rebates. + Monitor and analyze the performance of incentive programs and make vital adjustments to optimize results. **Budgeting and Financial Planning** + Ensure effective funding allocation to partners to support program initiatives. + Track and report on financial performance, ensuring budget adherence and delivering expected return on investment. **Partner Engagement and Support:** + Serve as the primary point of contact for partner and incentives-related inquiries for both partners, and internal partner managers. + Provide training and support to partners to ensure effective partner participation. **Performance Measurement and Reporting:** + Establish metrics and KPIs to measure program success. + Analyze program performance and provide recommendations for improvement. + Report program outcomes and financial performance to senior leadership. **Qualifications** + Bachelor’s degree or equivalent experience in Business, Marketing, Finance, or a related field. MBA or equivalent experience is a plus. + 8+ years demonstrated ability in partner programs, incentives management, or channel sales, preferably within the technology industry. + Strong understanding of partner ecosystems and channel dynamics. + Proven experience in developing and running complex incentive programs, including front-end discounts, rebates, MDF and performance-based practice build programs. + Strong analytical skills with the ability to interpret data and make data-driven decisions. + Outstanding communication and interpersonal skills, with the ability to build positive relationships with internal and external stakeholders. + Ability to work independently and handle multiple projects simultaneously in a fast-paced environment. + Able to work in a global environment across various time zones. + Proficiency in Microsoft Office Suite, particularly Excel, and experience with CRM. Cisco, is an Equal Opportunity Employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, gender, sexual orientation, national origin, genetic information, age, disability, veteran status, or any other legally protected basis Note: Base Pay Range: $111,100 - $153,900 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.