Country Support Representative: Canada

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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

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 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.