Business Process Analyst - REMOTE

Lensa; United States; Remote; USD 110,000 - 140,000; Full time

Job summary

Lensa is seeking a Process Engineer to enhance sales operations efficiency at Cisco. The role involves process documentation, analysis, and redesign, working cross-functionally to align processes with strategic sales objectives. Ideal candidates possess a strong analytical mindset and process improvement certification, ensuring effective implementation and performance assessment.

Benefits

401(k) plan with matching contribution

Medical, dental and vision insurance

Flexible vacation policy

Paid time away for emergencies

Paid time off for volunteering

Paid holidays and sick leave

Qualifications

• Experience in process improvement methodologies such as Lean, Six Sigma, or Kaizen.
• Background in using process mapping and modeling tools.
• Ability to manage multiple projects and prioritize effectively.

Responsibilities

• Conduct assessments of sales operations processes and document workflows.
• Collaborate with stakeholders to identify inefficiencies and recommend improvements.
• Lead the design of future-state processes aligned with sales objectives.

Skills

Process Improvement

Analytical Skills

Problem-Solving

Communication

Data Analysis

Education

Bachelor’s degree in business administration or management

Certification in process improvement framework

Tools

Visio

Lucidchart

Miro

Job description

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Role

Cisco Sales Capabilities and Readiness team, part of Cisco’s Sales Strategy and Planning organization, is seeking a Process Engineer to lead the documentation, analysis, and redesign of processes within the domains of sales operations, sales readiness, and sales strategy. This role is critical to helping Cisco optimize its sales performance, drive operational efficiency, and enable our global sales teams to deliver exceptional results.

The ideal candidate is adaptable, highly analytical, detail-oriented, and adept at identifying inefficiencies and communicating opportunities for improvement. This individual will work cross-functionally with stakeholders in sales, operations, finance, enablement, and leadership to design and implement scalable, streamlined processes that align with Cisco’s growth and efficiency objectives.

Responsibilities

Process Documentation

• Conduct deep-dive assessments of existing sales operations and planning processes, documenting workflows, interdependencies, and improvement opportunities.
• Develop clear, detailed process maps using digital collaboration tools to visually represent complete workflows (including people, platform, policy, and data dependencies).
• Maintain an up-to-date repository of process documentation to ensure alignment across teams and functions.
• Create future workflows and document related business requirements for improvement realization.
  
  

Process Analysis and Optimization

• Collaborate with stakeholders to identify inefficiencies, bottlenecks, and areas for improvement within sales processes.
• Perform root cause analysis to uncover the underlying issues affecting performance and productivity.
• Use data-driven insights and industry best practices to recommend streamlined, scalable solutions related to process, policy, data, or people.
  
  

Process Redesign and Implementation

• Lead the design of future-state processes that are aligned with Cisco’s sales objectives and operational strategies.
• Develop and implement new frameworks and methodologies for sales operations, readiness, and strategy processes.
• Partner with business capabilities managers, IT, sales enablement, and other cross-functional teams to ensure successful implementation of redesigned processes.
  
  

Change Management and Training

• Act as a change agent to drive adoption of new processes and methodologies across the organization.
• Develop training materials and deliver workshops to educate stakeholders on process changes and best practices.
• Track adoption metrics and collect stakeholder feedback to refine and optimize new processes.
  
  

Performance Measurement and Continuous Improvement

• Define and monitor key performance indicators (KPIs) to measure the effectiveness and efficiency of sales processes.
• Establish a framework for continuous improvement by regularly reviewing processes and incorporating stakeholder feedback.
• Stay informed about emerging industry trends and tools to ensure Cisco’s processes remain best-in-class.
  
  

Requirements

• Strong knowledge of process improvement methodologies such as Lean, Six Sigma, or Kaizen.
• Knowledge and experience with a process modelling notation.
• Expertise in process mapping and modelling tools (e.g., Visio, Lucidchart, Miro).
• Analytical mindset with the ability to identify areas of improvement, interdependencies, and make evidence-based recommendations.
• Familiarity with sales operations tools/platforms, processes, policies and data.
• Excellent problem-solving skills with a focus on delivering results in a fast-paced environment.
• Strong interpersonal and communication skills, with the ability to build relationships and influence stakeholders at all levels.
• Proven ability to manage multiple projects simultaneously and prioritize effectively.
• Bachelor’s degree in business administration or management, operations management, or a related field.
• Certification in a process improvement framework. Preferred
  
  

Pay Salary Range: $110,400 - $139,500

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.

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.

If you have questions about this posting, please contact [e-mail]

Seniority level

• Seniority level

  Mid-Senior level

Employment type

• Employment type

  Full-time

Job function

• Job function

  Management and Manufacturing

• Industries

  IT Services and IT Consulting

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