Manager, People Analytics & Workforce Intelligence

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What Youll Do

The Manager People Analytics & Workforce Intelligence partners with HR leadership and business stakeholders to turn workforce data and external market intelligence into insights scorecards and narratives that inform decisions. This role owns the design and evolution of our HR measurement framework spanning core KPIs executive scorecards survey analytics and the blended internal and external analyses that give leaders a clear data-backed story about talent.

Beyond reporting the People Analytics Manager sets the standard for how we work with data by identifying the right questions building durable and automated solutions and championing new tools including AI to elevate the speed depth and quality of people analytics across the organization.

Location: Daily onsite presence at our San Jose Headquartersin alignment with our Flexible Work policy
Reports to:Director People Team Operations

• Own and evolve the HR KPI scorecard and dashboard framework measuring automating and continuously improving the metrics that inform the business and influence program decisions.
• Partner with Talent Acquisition to understand the external talent-market view covering competitor organizational intelligence talent supply and demand skills availability and location dynamics for critical roles.
• Blend internal workforce data with external labor-market and competitive intelligence to build compelling executive-ready narratives on talent trends attraction retention and workforce strategy.
• Analyze survey data including the annual employee engagement survey learning and development (L&D) surveys and ad hoc pulse or program surveys to surface themes track trends over time and translate results into actionable recommendations for HR and business leaders.
• Partner with senior HR and business leaders on their most important questions translating ambiguous requests into clear analyses that address the underlying business challenge.
• Lead ad hoc and recurring reporting and analytics requests end to end from data sourcing and validation to visualization and storytelling.
• Design and deliver polished decision-ready deliverables for executive and HQ audiences with a strong eye for visual communication and narrative structure.
• Explore and apply AI tools to create scalable analytics solutions that accelerate data preparation draft insights prototype quickly and automate repetitive workflows all while maintaining rigor and data integrity.
• Build self-service analytics experiences that enable stakeholders to answer routine questions independently.

What You Bring

• Bachelors degree in a quantitative business economics or other related field; advanced degree a plus.
• At least 5 years of progressive experience spanning people/HR analytics and talent labor-market or competitive intelligence (or closely related research or consulting work) including experience influencing senior stakeholders.
• Advanced proficiency in Excel (advanced formulas macros power query) and Tableau.
• Experience analyzing survey data (e.g. engagement L&D or pulse surveys) and translating findings into insights.
• Strong analytical and research skills: comfortable both analyzing internal data and synthesizing many disparate external sources into a clear defensible point of view.
• Excellent communication and data-storytelling skills with a track record of informing and influencing decisions through data and insights.
• Demonstrated interest in leveraging AI tools to design analytics and market intelligence solutions.
• Curious inquisitive and comfortable working through ambiguity.

Preferred Skills

• SQL Python and/or R
• Experience with HR systems and tools such as Workday Greenhouse or similar.
• Familiarity with talent-intelligence and labor-market data sources such as LinkedIn Talent Insights or Draup
• Experience with survey platforms and text or sentiment analysis of open-ended responses.
• Experience with data management including building data systems and validating reports from disparate systems.
• Experience leveraging AI tools to design analytics and market intelligence solutions .

Equal Opportunity Employment Policy

Samsung Semiconductor takes pride in being an equal opportunity workplace dedicated to fostering an environment where all individuals feel valued and empowered to excel regardless of race religion color age disability sex gender identity sexual orientation ancestry genetic information marital status national origin political affiliation or veteran status.

When selecting team members we prioritize talent and qualities such as humility kindness and dedication. We extend comprehensive accommodations throughout our recruiting processes for candidates with disabilities long-term conditions neurodivergent individuals or those requiring pregnancy-related support. All candidates scheduled for an interview will receive guidance on requesting accommodations.

Our Commitment to Innovation and Fairness

At Samsung Semiconductor we use Artificial Intelligence (AI) tools in the recruitment process to enhance efficiency. However AI is used as a support tool not a final decision-maker. All hiring decisions are made by our human recruiting team and hiring managers to ensure every candidate is evaluated fairly and holistically.

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We do not accept unsolicited resumes. Only authorized recruitment agencies that have a current and valid agreement with Samsung Semiconductor Inc. are permitted to submit resumes for any job openings.

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At Samsung Semiconductor we support innovation and technology. However to ensure a fair and authentic assessment we ask that candidates rely on their own knowledge and skills throughout the process. AI tools may be used for basic preparation grammar and research but should not be used to generate or assist with submitted content or live interview responses. If we determine that AI is being used outside these guidelines we reserve the right to pause or end the interview and your candidacy may be disqualified.

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Experience:

Manager