Marketing

- Remote

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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 - Workfront to help administer our Workfront instance. This role will be the day-to-day admin and frontline support resource responsible for system utilization and stability, developing governance protocols, continually enhancing user experience and functionality and aiding users with reporting and system/process optimization. We are looking for a person who loves data, thrives on system integrations and optimization and thinks critically when it comes to continually improving marketing processes. You will work closely with teams across the marketing organization. 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 Analyst on the Marketing Operations Team, you will have the opportunity to assist in a wide range of Workfront initiatives:

Play a hands-on role in system implementation for system functionality modules or new/existing group rollouts
Provide technical expertise and business process knowledge to teams while coordinating requirements and supporting business analysis
Conduct regular audits on utilization and data to increase system quality, resolve inconsistencies and correct workflow and/or system integration processes
Create visibility of the work and resource utilization across multiple levels of the organization’s leadership teams.
Build reports and dashboards to aid in user workflow, portfolio/program/projects, channel project types and resource management
Provide ongoing enablement across the marketing organization to solidify system understanding and further support utilization through training videos and documentation
Assist new employees to onboard Workfront and understand their role-specific responsibilities within the system

Must-have Qualifications

Bachelors in Marketing, Technology, or related field, or equivalent years of industry experience.
At least 2+ years hands-on experience with Adobe Workfront
Familiarity working with Workfront Fusion and understanding of Workfront's API (REST) in order to integrate with various platforms is beneficial
Highly skilled at time-management, is detail oriented and has high standards for project delivery
Self-starter with a passion and curiosity for solving end-user issues and ability to provide world class customer support
Process orientated, highly organized, excels at multitasking, strong documentation, coordination and project management skills
Good communication and problem solving skills and an ability to convey technical concepts to less technical team members
Confidence to offer consultation to business partners and team members within Sales, Partner, Marketing Operations
AGILE/SCRUM process management familiarity

Base Salary Range $90,300 - $120,800

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.

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