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 SummaryThe Senior Program Manager of Operations for Splunk’s Global Event Marketing team will lead operational excellence for our annual user conference! This role is pivotal in scaling our event operations, streamlining processes, and ensuring our team delivers seamless, innovative experiences for Splunk’s largest marketing initiative is Splunk’s annual user conference which brings together customers, partners, media and employees!Reporting to the Director of Flagship Events, you will partner with stakeholder teams across Global Events, Field Marketing, Product Marketing, Sales and others to ensure deadlines are met and work is consistently moving forward.What you'll get to doDevelop and implement scalable operational frameworks to support global event planning, logistics, and execution.Coordinate event operations budget, tracking global spend, optimizing vendor contracts, and driving cost efficiency without compromising quality.Handle selected vendors, ensuring high performance, compliance, and alignment with brand standards.Lead cross-functional operational projects (e.g., workstream management, compliance workflows, procurement processes), ensuring timely and efficient delivery.Work with Splunk’s Marketing Operations Team to build dashboards and reporting systems that measure performance, return on investment, and operational KPIs. Ensure data and insights are shared cross-functionally to ensure strategic decisions are made.Ensure events align with company policies, legal, and regional regulations (GDPR, health & safety, etc.).Document standard processes, create training resources, and optimize workflows to improve productivity and consistency across global teams.Qualifications7–10 years of experience in event operations, marketing operations, or related roles, with at least 3 years in a senior-level positionShown operational event experience and program development for 5000+ person eventStrong expertise in project management, budgeting, and operational systemsExcellent negotiation and vendor management skillsStrong communicator and collaborator, with the ability to influence cross-functional stakeholdersComfortable in a fast-paced, ambiguous, and evolving environment.Ability to collaborate and develop positive business relationships with all cross-functional peers and stakeholders (many of whom are geographically dispersed)Diplomacy, integrity and presence that enables you to work effectively at all levels within a large organizationOn-site and virtual event operations experience requiredCisco, 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. Note:Base Pay Range: $161,000 - $203,000 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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