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** Splunk is looking for a Marketing Operations Manager to help support internal stakeholders with procurement submissions, project intakes and operational requests across the entire marketing organization. This role will act as a liaison between marketing, finance and procurement teams to ensure requests are justified appropriately, submitted accurately and processed efficiently. We are looking for a person who loves project management, thrives on attention to detail and thinks critically when it comes to continually improving marketing processes. You will work closely with the Marketing Operations and Field Marketing Teams to synthesize budget and business justifications with accuracy and clarity. You are comfortable working in a fast-paced environment where priorities and responsibilities shift with the business. **What you'll get to do** As an Marketing Operations Manager on the Marketing Operations Team, you will have the opportunity to assist in a wide range of initiatives: + Play a hands-on role in the planning, execution and tracking of key investments across various functional marketing groups + Manage intake submissions, track approval statuses, and maintain workflow visibility using Adobe Workfront or similar platforms + Review incoming requests for accuracy, completeness, and alignment with procurement and budgeting policies + Build documentation to aid in workflow enablement, submissions of program/projects and navigation of internal processes + Conduct regular audits to increase system quality, resolve inconsistencies and enhance workflows and processes + Provide ongoing enablement across the marketing organization to solidify system understanding and further support utilization through training videos and documentation + Present findings and recommendations to standardize processes and streamline vendor engagements **Must-have Qualifications** + Bachelors in Marketing, Technology, or related field, or equivalent years of years of industry experience. + At least 1+ years hands-on experience with SAP Ariba, Uptempo Allocadia or similar procurement/budget planning software + At least 1+ years of hands-on experience with Adobe Workfront or similar intake/project management platforms + Strong understanding of intake workflows, approval routing, and vendor management processes + Familiarity with reviewing agreements/contracts and defining SLAs & deliverables + Process orientated, highly organized, excels at multitasking; strong documentation, coordination and project management skills + Excellent written and verbal communication and problem solving skills and an ability to convey complex workflow concepts to partners **Base Salary Range 20,088,500 - 28,136,450 CRC** 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.