Regional Director, Employee Relations APJC

Regional Director, Employee Relations APJC

Regional Director, Employee Relations APJC We are seeking an experienced Human Resources leader with strong Employee Relations (ER) experience to lead a team of ER Consultants in the Asia Pacific, Japan and China (APJC) region. The role will report to the Global Head of Employee Relations and is part of Cisco's People & Communities (P&C) organization. The Global ER team is responsible for the fair and respectful treatment of employees through the investigation of workplace complaints and advising on HR policies and practices and complex employment matters. The role will collaborate with business leaders, P&C partners and cross-functional stakeholders to address employee concerns, conduct investigations and be a consultative partner on complex employee relations matters. The position requires deep subject matter expertise, HR leadership experience, strong communication and interpersonal skills. What You'll Do Lead and develop a high performing ER team in APJC as part of a Global ER leadership team, working in close alignment and collaboration with Regional ER Leaders in the US and EMEA. Guide team in conducting complex workplace investigations, maintaining comprehensive case files and providing timely communication to relevant parties. Provide collaborative guidance to People Partners and management on topics ranging from policy interpretation, workplace investigations, disciplinary action recommendations, and workforce reductions. Ensure consistent application of policies and procedures and provide guidance on best practices, solutions, and ways to mitigate risks while using judgement to balance business needs with fair resolution of issues. Review and advise on discipline and termination documentation – tailoring and delivering recommendations in an effective way to help influence the right outcomes with stakeholders while mitigating risk to Cisco. Drive a continuous improvement culture within the Employee Relations team, ensuring ER procedures and systems are compliant with local laws and regulations across APJC. Monitor and analyze internal and external ER trends and regulatory changes and provide strategic and tactical guidance for P&C partners and regional business leaders. As part of the APJC P&C leadership team, partner closely and collaboratively with People Partners, Legal, Country Acceleration and Support teams, and other critical regional leaders to deliver HR strategies in the region. Uphold and integrate Cisco's Guiding Principles and conscious culture in all actions, decisions and interactions. Foster a culture of integrity, respect and accountability in every aspect of Employee Relations. Minimum Qualifications

• A bachelor's degree in Human Resources, Business Administration, or related field; a master's degree or JD preferred
• 10+ years of progressive experience in Human Resources, with at least 2 years in an Employee Relations leadership role; experience working in large multi-national company preferred
• Strong knowledge of employment and labor laws, compliance requirements, workplace investigations, and cultural practices across APJC countries
• Proficiency in English language skills (oral and written) required

Desired Skills

• Ability to exercise good judgment during challenging, sensitive, complex and ambiguous situations
• Ability to execute with quality, a sense of urgency and accountability
• Comfortable challenge status quo and taking smart risks
• Experience influencing and coaching senior level business leaders
• Inclusive team leadership style embracing a growth mindset and continuous learning
• Ability to multi-task and work proactively, managing competing priorities.
• A systems-focused thinker with strong analytical and problem-solving skills
• Demonstrated ability to successfully navigate complex, multi-national organizations
• Highly motivated, confident, proactive and intellectually curious
• Willing to embrace new approaches and technologies
• Technically proficient in Microsoft tools, including Word, Excel, PowerPoint

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 haveaccess 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 ofvacation time off each year, at a rate of 4.92 hours per pay period. Exempt new hires participate in Cisco's flexible Vacation Time Offpolicy, 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 ofunused sick timewill be carried forwardfrom one calendar yearto the nextsuch that the maximum number of sick time hours an employee may have available is160 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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