Social Media Communications Manager (Remote)

Responsibilities

• Channel Strategy & Management: Own the day-to-day management of the executive's LinkedIn presence: Editorial calendar, publishing cadence, content mix, and platform best practices.
• Executive Voice Drafting: Draft posts, suggested comments and replies in the executive's authentic voice. Be sincere, specific, and platform-native, so recommendations can be approved with minimal executive time investment.
• Social Reporting: Own social reporting end-to-end, from monthly performance reports to campaign-level analysis. Bring a strong point of view on which metrics to measure and why they matter; translate data into insights that drive real content and strategy decisions rather than reporting for its own sake.
• Influencer, Peer & Analyst Tracking: Build and maintain curated lists of the influencers, peer executives, analysts, and media voices shaping the executive's space. Track what they publish, flag when they engage with the executive's content, and recommend when and how the executive should engage with theirs.
• Social Listening & Insight: Maintain a structured social listening practice. Identify trending conversations, emerging themes, and customer insights; feed that intelligence back into the organization — most importantly into the executive's content creation process as briefs, angles, and proof points.
• Community Management & Engagement: Monitor engagement on the executive's posts and relevant conversations across the platform, identify high-value engagement opportunities, and deliver regular insights to the team.
• Editorial Oversight & Quality Control: Serve as the final quality gate for voice, platform fit, and production quality on content before it reaches the executive for review or publishes. Provide editorial direction and feedback on Designer and Operator work.
• Internal Amplification & Enablement: Produce enablement briefs and toolkits that mobilize internal teams, advocates, and leaders to engage with the executive's content, and coordinate with Global Communications so the executive's social presence stays aligned with broader corporate communications.
• AI-Augmented Workflow: Operate and continuously improve the team's AI-assisted workflows across drafting, listening, and reporting. Bring judgment about where AI accelerates the work and where human editorial instinct must lead.

Preferred

• Expert-level understanding of LinkedIn — algorithm behavior, content formats, engagement mechanics, and audience growth strategies — plus working fluency in X and YouTube and how an executive presence translates across platforms.
• Significant community management experience and a real appetite for the practice — identifying conversations worth joining, recommending engagements, and managing an executive's presence in the replies
• Demonstrated experience writing in an executive's voice — comments, replies, and social copy that ship with light edits
• Solid foundation in social reporting, with a strong point of view on what to measure and why it matters — able to defend the metrics they choose and retire the ones that don’t earn their place
• An established social listening practice — the ability to surface trending conversations and customer insights and convert them into content recommendations
• Experience tracking influencers, analysts, and peer executives, and building engagement strategies around them
• Strong editorial judgment — ability to assess content for strategic value, voice, and platform fit without constant input
• Data literacy — fluent in LinkedIn analytics and comfortable building reports senior stakeholders act on
• Proficiency and interest in AI tools; experience building AI-assisted content workflows
• Experience supporting C-suite executives or working in executive communications; familiarity with AI, enterprise technology, or B2B tech is a plus

Benefits

• 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. Please see the Cisco careers site to discover more benefits and perks. 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, and 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.