Director Semiconductor Operation Jobs (NOW HIRING)

The application window is expected to close on: 09/24/2026

The Semiconductor NPI & Ramp Planning team serves as the operational quarterback for new product introductions, ensuring alignment across Product Management, Engineering, Supply Chain, Manufacturing, and external partners. We are accountable for planning and execution across the entire pre-production lifecycle, from initial prototype builds post-tapeout through EVT, DVT, pilot, and initial production ramp. Our high-performing Supply Chain Program Managers (SCPMs) own product execution from Execute Commit through Production Launch and Ramp Stabilization. We drive predictable execution in a fast-paced technology environment, managing complex programs and influencing across organizational boundaries. By leading supply chain program management, prototype execution, and silicon operations, we enable predictable launches and ensure a seamless transition into sustaining operations.

As the Leader of Semiconductor NPI & Ramp Planning, you will lead, mentor, and develop a team of Supply Chain Program Managers responsible for product execution from Executive Commit through production launch. You will establish organizational priorities, operating mechanisms, and performance expectations that drive accountability and execution excellence. By translating executive business commitments into actionable supply chain, manufacturing, and program execution plans, you will drive cross-functional leadership and alignment across Product Management, Engineering, Supply Chain, Manufacturing Operations, Finance, and Quality organizations. You will lead supply chain planning for engineering builds, manage semiconductor operations and foundry management relationships, and oversee prototype silicon execution through foundries and OSAT partners. Additionally, you will develop and execute supply chain ramp strategies, drive risk management and mitigation, and establish scalable New Product Introduction (NPI) and ramp planning processes that improve launch predictability and operational excellence.

Bachelors Degree, Also requires 5-10+ years of supervisory experience in a people leader role. Demonstrated success leading complex product introductions and manufacturing ramps in the semiconductor industry. Experience managing supply chain execution across global suppliers, contract manufacturers, and technology partners. Deep understanding of the semiconductor supply chain with direct experience in foundry operations, wafer starts, silicon qualification, and OSAT. Strong knowledge of supply planning, capacity planning, demand planning, inventory management, and S&OP processes.

Experience with ERP, MRP, and planning systems. APICS/ASCM certification or comparable credentials. Strong executive communication, stakeholder management, and problem-solving skills. Proven people leadership ability to foster a culture of ownership, collaboration, urgency, and continuous improvement.

At Cisco, we’re revolutionizing how data and infrastructure connect and protect organizations in the AI era – and beyond. We’ve been innovating fearlessly for 40 years to create solutions that power how humans and technology work together across the physical and digital worlds. These solutions provide customers with unparalleled security, visibility, and insights across the entire digital footprint. Fueled by the depth and breadth of our technology, we experiment and create meaningful solutions. Add to that our worldwide network of doers and experts, and you’ll see that the opportunities to grow and build are limitless. We work as a team, collaborating with empathy to make really big things happen on a global scale. Because our solutions are everywhere, our impact is everywhere. We are Cisco, and our power starts with you.

Message to applicants applying to work in the U.S. and/or Canada:

The starting salary range posted for this position is $191,000.00 to $241,700.00 and reflects the projected salary range for new hires in this position in U.S. and/or Canada locations, not including incentive compensation*, equity, or benefits. Individual pay is determined by the candidate's hiring location, market conditions, job-related skillset, experience, qualifications, education, certifications, and/or training. The full salary range for certain locations is listed below. For locations not listed below, the recruiter can share more details about compensation for the role in your location during the hiring process.

• U.S. employees are offered benefits, subject to Cisco’s plan eligibility rules, which include medical, dental and vision insurance, a 401(k) plan with a Cisco matching contribution, paid parental leave, short and long-term disability coverage, and basic life insurance.
• Employees may be eligible to receive grants of Cisco restricted stock units, which vest following continued employment with Cisco for defined periods of time.
• U.S. employees are eligible for paid time away as described below, subject to Cisco’s policies: 10 paid holidays per full calendar year, plus 1 floating holiday for non-exempt employees 1 paid day off for employee’s birthday, paid year-end holiday shutdown, and 4 paid days off for personal wellness determined by Cisco.
• Non-exempt employees receive 16 days of paid vacation time per full calendar year, accrued at rate of 4.92 hours per pay period for full-time employees.
• Exempt employees participate in Cisco’s flexible vacation time off program, which has no defined limit on how much vacation time eligible employees may use (subject to availability and some business limitations).
• 80 hours of sick time off provided on hire date and each January 1st thereafter.
• up to 80 hours of unused sick time carried forward from one calendar year to the next.
• Additional paid time away may be requested to deal with critical or emergency issues for family members.
• Optional 10 paid days per full calendar year to volunteer.
• For non-sales roles, employees are also eligible to earn annual bonuses subject to Cisco’s policies.
• Employees on sales plans earn performance-based incentive pay on top of their base salary, which is split between quota and non-quota components, subject to the applicable Cisco plan.
• 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 0% up to 125% of target.
• Cisco sales plans do not have a minimum threshold of performance for sales incentive compensation to be paid.

The applicable full salary ranges for this position, by specific state, are listed below: New York City Metro Area: $191,000.00 - $277,900.00 Non-Metro New York state & Washington state: $170,000.00 - $247,300.00 * For quota-based sales roles on Cisco’s sales plan, the ranges provided in this posting include base pay and sales target incentive compensation combined. ** Employees in Illinois, whether exempt or non-exempt, will participate in a unique time off program to meet local requirements.

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