Job Description

The application window is expected to close on Oct. 13th, 2025.

Job posting may be removed earlier if the position is filled or if a sufficient number of applications are received.

LOCATION: TORONTO PREFERRED; OTTAWA POSSIBLE

COUNTRY SUPPORT REPRESENTATIVE - CANADA

Meet the Team

You'll join Cisco's Global Country Support Team, a critical part of the People Support organization. This team bridges global HR programs and policies with localized expertise, ensuring employees receive tailored support that helps them thrive. Collaboration will be at the heart of your work as you partner with cross-functional teams, including Finance, Payroll, Employee Relations, and more. Together, you'll focus on simplifying processes, improving tools, and enhancing the overall employee experience.

Your Impact

As a Local Country Specialist in HR Operations and Administration Support for Canada, you will play a pivotal role in delivering outstanding HR services while fostering seamless collaboration across teams and regions. Your expertise will ensure compliance with local regulations, drive country-specific initiatives, and contribute to creating a world-class employee experience. This role offers a unique opportunity to combine operational excellence with meaningful contributions to employee well-being.
Manage core HR operational processes for Canada, including personnel files, onboarding, and offboarding. Ensure compliance with Canada labor law and local regulations, supporting audits and government reporting requirements. Collaborate effectively with HR Country Leaders, global COEs, cross-functional teams, and vendors. Support personnel file administration by managing electronic copy files to ensure Cisco remains compliant with local regulations and provide efficient and quick retrieval of documents from a personnel file. Analyze and improve HR processes, championing continuous improvement and contributing to country-specific initiatives and projects.

Minimum Qualifications:

Minimum of 3 years of experience in HR operations or as an HR generalist. Proven experience managing core HR processes (e.g., onboarding, offboarding, documentation) Profiency in Canada labor law and supporting HR practices and functions.

Preferred Qualifications:

Experience collaborating with cross-functional teams (e.g., Payroll, Finance). Demonstrated ability to analyze processes and drive continuous improvement initiatives. Strong critical thinking and problem-solving skills. Fluency in French Excellent communication, partnership building, and consulting skills. Experience supporting employees through HR-related inquiries and escalations.

#WeAreCisco

#WeAreCisco where every individual brings their unique skills and perspectives together to pursue our purpose of powering an inclusive future for all.
Our passion is connection--we celebrate our employees' diverse set of backgrounds and focus on unlocking potential. Cisconians often experience one company, many careers where learning and development are encouraged and supported at every stage. Our technology, tools, and culture pioneered hybrid work trends, allowing all to not only give their best, but be their best.

We understand our outstanding opportunity to bring communities together and at the heart of that is our people. One-third of Cisconians collaborate in our 30 employee resource organizations, called Inclusive Communities, to connect, foster belonging, learn to be informed allies, and make a difference. Dedicated paid time off to volunteer--80 hours each year--allows us to give back to causes we are passionate about, and nearly 86% do!

Our purpose, driven by our people, is what makes us the worldwide leader in technology that powers the internet. Helping our customers reimagine their applications, secure their enterprise, transform their infrastructure, and meet their sustainability goals is what we do best. We ensure that every step we take is a step towards a more inclusive future for all. Take your next step and be you, with us!

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 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.