Manager, Compensation (Onsite - Plano, TX)

Samsung•Plano, TX

22h•Onsite

About The Position

Samsung Electronics America, Inc. is hiring a Manager, Compensation to lead core compensation programs, including market benchmarking and intelligence, survey participation, pay structure maintenance, job leveling and architecture, and competitive analysis. The role is also the primary compensation partner for a designated line of business and executive compensation, translating compensation strategy into practical guidance for business leaders and HR partners. It serves as the Year End Compensation project lead and calls for strong technical expertise combined with consultative skills to influence stakeholders at all levels. The position leads third-party compensation survey participation and market benchmarking; designs and maintains salary structures, pay grades, and geographic differentials; and guides job evaluation, leveling, and job architecture. It supports annual compensation planning and leads the end-to-end Workday Advanced Compensation process, including configuration review and testing. Additional responsibilities include administering Acting Allowance and long-term incentive planning, partnering with a business unit on compensation decisions, and supporting pay equity, regulatory compliance, and continuous improvement. This is an onsite position in Plano, Texas. The role is not eligible for immigration sponsorship. Regular full-time employees can access benefits including medical, dental, vision, life insurance, a 401(k), an employee purchase program, tuition assistance after 12 months, paid time off, a student loan program after 12 months, wellness incentives, and MBO bonus compensation based on company, division, and individual performance.

Requirements

Bachelor’s degree in Human Resources, Business, Finance, or a related field, or equivalent practical experience.
At least 6 years of progressive compensation experience, including hands-on benchmarking, salary structures, and job leveling; alternatively, at least 4 years of experience with a master’s degree.
Demonstrated experience leading or substantially contributing to survey participation and market pricing processes.
Experience building or maintaining job architecture or leveling frameworks, such as career ladders or job families.
Strong Excel and analytical skills.
Experience with HRIS platforms such as Workday and survey tools such as Radford or Mercer.
Excellent communication and consulting skills, including the ability to explain compensation concepts to non-specialist audiences.
High attention to detail and comfort managing confidential, sensitive data.

Responsibilities

Lead the company’s participation in third-party compensation surveys, ensuring accurate job matching and timely submissions.
Own annual and ad hoc market benchmarking across functions and analyze survey results and market trends to recommend updates to pay ranges, incentive targets, and total compensation positioning.
Conduct periodic market competitiveness analyses, review job matches, maintain a library of market data sources, and evaluate survey providers.
Design, build, and maintain salary structures, pay grades, and geographic differentials aligned with market data and business strategy.
Lead job evaluation and leveling for new and existing roles, applying consistent leveling criteria and supporting job architecture and compensation data accuracy in HR systems.
Support annual compensation planning, including merit, promotions, and structure and range updates.
Lead the end-to-end Workday Advanced Compensation process, from planning and launch through finalization, debrief, and process improvements; coordinate review and testing of merit and promotion configurations.
Serve as a subject-matter expert and provide guidance to HR Business Partners; represent SEA in regional meetings and partner with headquarters on special requests.
Serve as SEA’s compensation contact for consulting companies and survey providers, including Aon Radford, Willis Towers Watson, Mercer, and ERI.
Manage the administration of Acting Allowance and the long-term incentive planning cycle, including grant refreshers and payouts of prior grants.
Act as the compensation partner and primary point of contact for a designated line of business.
Advise HR Business Partners and business leaders on offers, promotions, internal equity, and pay decisions.
Educate managers and HR partners on compensation philosophy, tools, and processes.
Provide compensation analysis and recommendations for organizational design changes, restructures, and new roles in the supported business.
Help ensure compliance with pay equity and pay transparency regulations; contribute to compensation guidelines, tools, and training materials.
Identify opportunities to improve compensation processes, tools, and data quality, and develop process-improvement initiatives and tools.
Partner with Legal and Total Rewards leadership on pay equity analyses and remediation as needed.
Stay current on AI tools and methods and use AI to streamline work and identify capability-building opportunities.