Senior Compensation Professional

Samsung Electronics•Austin, TX

5d•Onsite

About The Position

The Senior Compensation Professional is an individual contributor role, responsible for the design, execution, and continuous improvement of company-wide compensation programs that support the organization’s goals and people strategies. This role will assess the effectiveness and impact of our financial reward programs, including the efficiency of our processes and program delivery. Our compensation programs are a key component to our ability to attract and retain high performing talent, and this role will shape those programs for maximum impact. As an experienced member of the team, this role is expected to coach, mentor and define best practices in areas such as full-cycle employee and executive compensation, retention and recognition programs, job architecture and market analysis. The Senior Compensation Specialist will not only own these programs and processes throughout the year, but also work closely with other members of the compensation team to share knowledge, help elevate analytical capability, ensure data accuracy, and strengthen process consistency. This position requires strong analytical depth, operational excellence, and the ability to translate compensation strategy into scalable programs that support business objectives, internal equity, and cost discipline. This role helps determine compensation strategy and philosophy, and works to execute that vision with a strong sense of fairness, consistency and accountability.

Requirements

Bachelor’s degree in Business, Human Resources or similar preferred.
Highly developed consultative skills to assist HR business partners to problem solve and develop creative solution.
Minimum of 8 years of progressive related experience in broad-based compensation design and ownership.
Deep knowledge of compensation design, and job architecture
Experience working with an HRIS platform (Workday experience strongly preferred).
Strong analytical skills with advanced Excel and experience working with large datasets
Demonstrated ability to create, implement, market, measure and evaluate compensation strategies, policies, and procedures.
Demonstrated history of working as a team member in a cross functional business environment and the ability to form relationships at all levels of the organization.
Strong organizational, communication, presentation, and project management skills are a must.
Ability to manage deadlines and deliver results in a fast-paced environment.
Must be well organized, able to prioritize work, manage time effectively, and follow through on commitments.

Responsibilities

Collaborate with leadership to develop and refine compensation strategies that align with company goals, industry benchmarks, and talent needs.
Manage all aspects of compensation, including: base salary structures, maintaining and managing our enterprise job catalogue, allowance programs and new job evaluations.
Responsible for conducting research and analysis, identify design alternatives, and model cost implications for proposed compensation changes.
Evaluate market data (Radford, Mercer), monitor local and national business conditions and legal requirements, and promote industry best practices to ensure continued internal equity and external competitiveness of compensation.
Conduct job evaluations and ensure alignment with company job architecture, leveling frameworks, and titling conventions.
Provide data-driven recommendations on pay actions and range updates.
Drive all compensation & benefits-related programs including planning, determining project timelines, implementation and communication throughout.
Design, implement and maintain comprehensive compensation programs that support our talent strategy and business objectives.
Seek opportunities to enhance the competitiveness of the company’s compensation programs.
Recommend new strategies which attract prospective talent and retain current employees, including development of retention tools as appropriate.
Ownership of annual merit, internal equity and promotion pay programs including cooperation with business leaders and identification (and remedy) of inequity related to compensation.
Facilitate past-program ‘lessons learned’ sessions and drive continuous improvement
Lead incentive programs by participating in the development, implementation and communication of short & long-term incentive programs, Executive bonus framework, and other similar programs which motivate and engage various employee groups.
Analyze payout scenarios and track program effectiveness
Coordinate and partner with payroll to ensure accuracy of information and timely payment of various compensation elements as well as work with North America Shared Services center on compensation related items.
Partner with HRBPs and Talent Acquisition to provide guidance on offers and internal movement
Develop and deliver robust compensation training and communication for business leaders and HR Business Partners to support base and variable compensation programs as well as adherence to national and local regulatory rules.
Draft and check accuracy for all compensation communication and documentation, included but not limited to internal and external offer letters, annual compensation statements, and incentive agreements as applicable.
Educate and advise HRBP team and business managers on all compensation related questions
Responsible for ensuring compliance with federal, state, and local regulations (FLSA, ERISA, ACA, Payroll, etc.).
Develop and maintain compensation policies and governance frameworks.
Develop performance indicators to assess the success of compensation programs, and present findings and proposed actions to Executive Leadership.
Track and report on KPI’s to measure success of programs and drive improvements.
Responsible for developing dashboards to track trends leading to informed decision-making.
Participate in salary survey and annual competitive process for business process groups, analyze survey data, and market trends to assess total compensation competitiveness, making competitive recommendations and align with recruiting and retention strategies
Ensure data integrity across HRIS and Compensation systems