Manager, Compensation Partner (Onsite - Plano, TX)

Samsung•Plano, TX

2d•Onsite

About The Position

Samsung Electronics America seeks an experienced compensation partner to serve as a strategic business partner and subject matter expert for designated lines of business and divisions. The role partners with business leaders, HR partners, and talent acquisition to align compensation strategies with business objectives and talent needs. It combines technical compensation expertise and consultative skills to provide actionable insights, guide pay decisions, and support competitive and equitable compensation practices. The position balances hands-on analytical work with strategic consulting, leads annual compensation processes for assigned business units, and contributes to broader compensation initiatives. The compensation partner builds cross-functional relationships and translates compensation data into recommendations that support talent decisions and organizational objectives. This role is onsite in Plano, Texas, and is not eligible for immigration sponsorship.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Finance, or a related field, or equivalent.
6–10+ years of progressive compensation experience, including at least 3 years in a consultative or business partner capacity.
Deep knowledge of compensation principles, best practices, and regulatory requirements, including FLSA and pay equity legislation.
Proven expertise in job evaluation methodologies, market pricing techniques, and compensation benchmarking.
Experience managing annual compensation processes, including merit, bonus, and equity, from planning through execution.
Demonstrated ability to provide strategic compensation consulting to business leaders and HR partners.
Strong communication skills, including the ability to translate complex data into clear, actionable insights for diverse audiences and partner effectively with stakeholders.
Strong analytical skills and the ability to interpret data and make informed decisions.
Strong project management capabilities and ability to manage multiple priorities in a fast-paced, deadline-driven environment.
High degree of discretion and integrity, with the ability to handle confidential information appropriately.
Proven collaboration skills and ability to build effective relationships across organizational levels and functions.

Nice To Haves

Experience in sales compensation is strongly preferred.
Experience in high-tech, consumer electronics, or innovation-driven industries.
Background in multinational or matrixed organizations, particularly as a subsidiary of a global parent company.
Knowledge of AI/ML applications in compensation and people analytics.
Experience with global compensation harmonization or international assignments.

Responsibilities

Serve as the primary compensation consultant for assigned lines of business and divisions, building relationships with HR Business Partners, talent acquisition, and business leaders.
Collaborate with stakeholders to address compensation issues and develop solutions that support business goals.
Advise on base salary recommendations, incentive and sales compensation, job evaluations, offer negotiations, promotions, retention situations, and internal equity reviews.
Understand business needs and translate them into compensation solutions that attract, retain, and motivate talent.
Identify trends, assess market positioning, and provide advice on pay philosophy, market positioning, and compensation best practices.
Conduct offer analyses, benchmarking reviews, internal equity analyses, and pay equity reviews; identify and address potential disparities.
Ensure compensation decisions align with internal equity, external competitiveness, legal requirements, and budget parameters.
Lead or co-lead annual compensation cycles, including merit increases, bonus programs, and equity refresh processes for assigned business units.
Manage compensation process execution, including planning, communications, system configuration, data validation, approvals, and implementation.
Build and maintain compensation reports, dashboards, and analytics to inform business decisions.
Apply advanced analytics, including modeling and scenario analysis, to evaluate programs and practices and address gaps in market data or emerging roles.
Educate and enable managers and HR partners on compensation policies, processes, and decision-making frameworks.
Develop communications and training materials for compensation processes.
Create and maintain process documentation, playbooks, and reference materials.
Identify opportunities to streamline processes, improve efficiency, and enhance the employee and manager experience.
Contribute to enterprise-wide compensation initiatives, program design, and policy development.
Ensure local compensation practices comply with global frameworks while remaining competitive and relevant to the talent market.