People Legal-Employment Law Case Manager

The application window is expected to close on: 11/19/2026

Meet the Team 

Join Cisco’s Case Management and Compliance (CMC) team within our global People Legal (Employment Law) organization. We serve as trusted, strategic, and creative legal partners to Cisco’s People & Communities (HR) organization and business leadership across the enterprise.

Our team takes pride in pragmatically navigating complex employment issues, managing risk, and championing a culture that consistently ranks as one of the world’s Best Places to Work. In this role, you will be a vital case strategist and investigator, partnering directly with Americas employment counsel, Employee Relations consultants, P&C leaders, and outside counsel to protect Cisco's interests and uphold our workplace values.

Your Impact 

As a People Legal (Employment Law) Case Manager, you will lead the end-to-end investigation, strategy, and defense response for single-plaintiff employment disputes across the Americas.

• Agency Charge & Pre-Litigation Defense: Independently manage and drive the response to federal, state, and local administrative agency charges (EEOC, California CRD, and state equivalents), attorney demand letters, and arbitration demands.
• Fact Investigation & Witness Interviews: Conduct rigorous, objective internal investigations, interview key witnesses and managers, gather relevant electronic and personnel records, and synthesize complex factual timelines.
• Substantive Legal Drafting: Author compelling, high-quality agency position statements, mediation briefs, demand letter responses, and dispute summaries that accurately reflect the facts and align with Cisco’s legal philosophy and defense strategy.
• Corporate Representative & Dispute Resolution: Prepare for and serve as Cisco’s corporate representative at administrative agency fact-finding conferences, mediations, arbitrations, and depositions as needed.
• Discovery & Litigation Hold Governance: Oversee employment litigation discovery processes, coordinate with eDiscovery specialists to implement and monitor legal holds, and ensure data preservation compliance.
• Proactive Risk Mitigation & Cross-Functional Coaching: Identify recurring workplace trends from case data and partner with People & Communities (HR) to refine internal policies and mitigate systemic risk across the business.
• Modern Legal Tech & AI Adoption: Leverage cutting-edge legal technology and AI-powered tools to accelerate investigative research, document review, and case workflow management.
• Statutory Compliance & EEO Reporting: Partner with internal stakeholders and external compliance partners to manage, review, and ensure the timely submission of annual statutory filings across the Americas, including federal EEO-1 reports, VEVRAA/VETS-4212 filings,  and evolving state pay data reporting requirements (e.g., California CRD).

Minimum Qualifications

• Bachelor’s degree (B.A./B.S.) from an accredited institution.
• 7+ years of dedicated experience in substantive employment law, complex Employee Relations investigations, or legal case management.
• Agency & Charge Experience: Proven track record of independently managing, investigating, and drafting responses to EEOC or state agency discrimination and retaliation charges.
• Communication & Drafting: Exceptional written and verbal communication skills with the ability to distill complex fact patterns into clear, persuasive executive summaries and legal responses.

Preferred Qualifications

• Advanced Degree: Juris Doctor (J.D.) from an accredited law school.
• Industry Background: Experience working within the technology sector or a high-growth, matrixed global enterprise.
• Mediation & ADR: Direct experience participating in or representing companies during formal mediation, settlement negotiations, or arbitration hearings.
• AI & Digital Fluency: Practical experience leveraging AI-powered legal tools and workflow automation to enhance research depth, writing quality, and operational speed.
• Cross-Functional Influence: Demonstrated success partnering effectively with HR Business Partners, corporate counsel, and business executives to navigate sensitive employee matters.
• Compliance & Statutory Reporting Experience: Demonstrated experience managing or supporting federal and state employment compliance reporting, such as EEO-1 filings, VEVRAA (VETS-4212), other federal compliance filings, and state-mandated reporting (e.g., California pay data).

Why Cisco? 

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 $137,500.00 to $174,100.00 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. 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.

The applicable full salary ranges for this position, by specific state, are listed below:

New York City Metro Area:

$162,900.00 - $242,300.00

Non-Metro New York state & Washington state:

$146,500.00 - $213,700.00

* 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.