Manager, Compensation

Position Summary

This role is not eligible for immigration sponsorship

Samsung Electronics America Inc. (SEA) the U.S. Sales and Marketing subsidiary is a leader in mobile technologies consumer electronics home appliances enterprise solutions and networks systems. For more than four decades Samsung has driven innovation economic growth and workforce opportunity across the United Statesinvesting over $100 billion and employing more than 20000 people nationwide. By integrating our large portfolio of products services and AI technology were creating smarter sustainable and more connected experiences that empower people to live better. SEA is a wholly owned subsidiary of Samsung Electronics Co. Ltd.
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Job Summary

This role leads the organizations core compensation programs including market benchmarking and intelligence survey participation pay structure maintenance and job leveling and architecture and competitive analysis. This role also acts as the primary compensation partner to a designated line of business and for executive compensation translating compensation strategy into practical guidance for business leaders and HR partners. This role serves as a Year End Comp project lead.

The ideal candidate combines strong technical compensation expertise with the consultative skill to influence stakeholders at all levels.

Key Responsibilities

Market intelligence lead - Compensation Benchmarking & Survey Participation

• Lead the companys participation in third-party compensation surveys ensuring accurate job matching and timely submission.
• Own the annual and ad hoc market benchmarking process across all functions evaluating pay competitiveness against relevant labor markets and peer groups.
• Analyze survey results and market trends to recommend updates to pay ranges incentive targets and total compensation positioning.
• Ensure the organizations compensation practices remain competitive and aligned with industry standards. Conduct a comprehensive periodic market competitiveness analysis incorporating updated peer and pay data and reviewing job matches to identify areas for improvement.
• Maintain a library of market data sources and evaluate new survey providers as needed.

Compensation Structure & Job Architecture

• Design build and maintain salary structures pay grades and geographic differentials in alignment with market data and business strategy.
• Lead job evaluation and leveling for new and existing roles ensuring internal equity and consistent application of leveling criteria.
• Advice on matters related to job architecture and compensation data accuracy within HR systems (e.g. Workday).
• Support annual compensation planning cycles including merit promotion with structure and range updates. Act as the End-to-end project lead for the Workday Advance Compensation process from planning launch finalization project debrief and enhancements/process improvements. Work closely with stakeholders to ensure merit and promo configurations are reviewed tested and working as expected. Serve as an SME/go-to-person and provide guidance to HRBPs for any questions/requests. Represents SEA in regional meetings.
• Partner with HQ on ad-hoc/special requests (i.e. market data inquiry).
• Serves as SEA comp contact for comp consulting companies/survey providers i.e. Aon Radford Willis Towers Watson Mercer ERI etc.
• Manage the administration of Acting Allowance and Long term Incentive planning cycle for grant refreshers and payout of prior grants.

Business Partnership

• Serve as the dedicated compensation partner to a designated line of business acting as the primary point of contact for compensation matters.
• Advise HR Business Partners and business leaders on offer development promotions internal equity and pay decisions.
• Educate managers and HR partners on compensation philosophy tools and processes to support consistent defensible pay decisions.
• Provide compensation analysis and recommendations for org design changes restructures and new role creation within the supported business.

Program Governance & Continuous Improvement

• Ensure compensation practices comply with relevant pay equity and pay transparency regulations.
• Contribute to the development of compensation guidelines tools and training materials.
• Develop process improvement initiatives/comp tools
• Identify opportunities to improve compensation processes tools and data quality.
• Partner with Legal and Total Rewards leadership on pay equity analyses and remediation as needed.
• Stay current on relevant AI tolls and methods. Use AI to streamline work and identify capability building opportunities.

Skills and Qualifications

Qualifications

• Bachelors degree in Human Resources Business Finance or related field; or equivalent practical experience.
• 6 years of progressive experience in compensation including hands-on work with benchmarking salary structures and job leveling or 4 years and a Masters degree.
• Demonstrated experience leading or heavily contributing to survey participation and market pricing processes.
• Experience building or maintaining job architecture / leveling frameworks (e.g. career ladders job families).
• Strong Excel/analytical skills; experience with HRIS platforms (Workday) and survey tools (Radford Mercer etc.).
• Excellent communication and consulting skills with the ability to explain compensation concepts to non-specialist audiences.
• High attention to detail and comfort managing confidential sensitive data.

What success looks like:

• Pay structures and job architecture remain current competitive and easy for the business to apply consistently.
• Survey submissions are accurate and delivered on time giving the company reliable market data.
• The supported line of business views the Compensation professional as a trusted partner
• Displays full understanding on specialized areas; works on problems of diverse scope where data analysis requires evaluating identifiable factors and provides recommendations.
• Demonstrates good judgement and resolve a wide range of issues in creative ways and demonstrates good judgment in selecting methods and techniques for obtaining solutions

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Life @ Samsung - @ Samsung - full-time employees (salaried or hourly) have access to benefits including: Medical Dental Vision Life Insurance 401(k) Employee Purchase Program Tuition Assistance (after 12 months) Paid Time Off Student Loan Program (after 12 months) Wellness Incentives and many addition regular full-time employees (salaried or hourly) are eligible for MBO bonus compensation based on company division and individual performance.

To ensure a fair and transparent recruitment process please do not use GenAI tools during your interview unless explicitly permitted; failure to adhere to these guidelines may result in disqualification from the recruitment process.

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At Samsung we believe that innovation and growth are driven by an inclusive culture and a diverse workforce. We aim to create a global team where everyone belongs and has equal opportunities inspiring our talent to be their true selves. Together we are building a better tomorrow for our customers partners and communities.

* Samsung Electronics America Inc. and its subsidiaries are committed to employing a diverse workforce and provide Equal Employment Opportunity for all individuals regardless of race color religion gender age national origin marital status sexual orientation gender identity status as a protected veteran genetic information status as a qualified individual with a disability or any other characteristic protected by law.

Reasonable Accommodations for Qualified Individuals with Disabilities During the Application Process

Samsung Electronics America is committed to providing reasonable accommodations for qualified individuals with disabilities in our job application you have a disability and require a reasonable accommodation in order to participate in the application process please contact our Reasonable Accommodation Team ) or for assistance. This number is for accommodation requests only and is not intended for general employment inquiries.