Manager, Compensation

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 States—investing over $100 billion and employing more than 20,000 people nationwide. By integrating our large portfolio of products, services and AI technology, we’re creating smarter, sustainable and more connected experiences that empower people to live better. SEA is a wholly owned subsidiary of Samsung Electronics Co., Ltd. To learn more, visit Samsung.com. For the latest news, visit news.samsung.com/us. Role and Responsibilities Job Summary This role leads the organization’s 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.

Market intelligence lead - Compensation Benchmarking & Survey Participation Lead the company's 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 organization's 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.

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