Manager, Compensation (Onsite - Plano, TX)

The user wants me to reformat a job posting into clean, well-structured semantic HTML. I need to follow the rules: 1. Use

for section headings (e.g., About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule) 2. Use

• for any list of duties/requirements/benefits, and

  for prose 3. Do NOT repeat the job title as a heading (the page already shows it) 4. Do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short

  or drop it 5. Preserve ALL substantive information; do NOT invent or summarize away detail 6. Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions 7. Include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/placeholder text 8. Never create Pay/Schedule/Benefits sections unless the posting actually states them 9. Prefer a few substantive sections over many thin ones 10. Output ONLY the HTML fragment — no /, no markdown code fences Let me analyze the job posting content: The posting has: - Position Summary (company info, not eligible for immigration sponsorship) - Role And Responsibilities (with Job Summary and Key Responsibilities broken into subsections) - Qualifications (Skills and Qualifications) - What success looks like - Life @ Samsung link - Benefits @ Samsung link with list of benefits - MBO bonus compensation mention - GenAI tools warning - Privacy policy links - EEO statement - Reasonable accommodations info I need to structure this into semantic HTML with appropriate sections. Sections I should include: 1. About the role (or Position Summary) - includes company info and role overview 2. Responsibilities - the key responsibilities broken into subsections 3. Qualifications - the skills and qualifications 4. What success looks like - the success criteria 5. Benefits - the benefits listed I should not include: - EEO/equal opportunity boilerplate - Reasonable accommodations boilerplate - GenAI tools warning (application instruction) - Privacy policy links - Life @ Samsung link (just a link, not substantive content) - The "Position Summary" heading might be redundant with "About the role" Let me structure:

  About the role

  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.

  Responsibilities

  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.

  Then subsections for responsibilities. The posting has "Key Responsibilities" with sub-headings: Market intelligence lead - Compensation Benchmarking & Survey Participation, Compensation Structure & Job Architecture, Business Partnership, Program Governance & Continuous Improvement. I should include these as sub-sections or as list items? The rule says use
  • for any list of duties/requirements/benefits. But these are detailed responsibilities with sub-points. I could make each major area a list item with nested lists, or use subheadings. The rule says use

    for section headings, but these are sub-sections. I could use

    but the rule only mentions

    . However, the rule says "use

    for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)". It doesn't forbid other heading levels, but to be safe, I'll use

    for main sections and maybe

    for sub-sections? The instruction says "use

    for section headings" but doesn't say I can't use other headings. However, to keep it simple, I'll treat each major responsibility area as a list item with nested bullet points. Better: Use

    for "Responsibilities" and then use

    with
    • for each major area, and within each
    • include a nested
      for the bullet points. Let me parse the responsibilities: Key Responsibilities: 1. 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. 2. 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. 3. 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. 4. 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. I'll create a
      for each major area, with the area title as a strong text or as a heading? Since the rule says use

      for section headings, but these are sub-sections. I could use

      but the rule doesn't mention. I'll use for the area title and then a nested

      . Alternatively, I could make each area a separate

      ? But that would be many headings. The rule says "Prefer a few substantive sections over many thin ones." So I'll keep Responsibilities as one section with nested lists. Now Qualifications: Skills and Qualifications: - Bachelor's 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 Master’s 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 Benefits: - 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 more. - Regular full-time employees (salaried or hourly) are eligible for MBO bonus compensation, based on company, division, and individual performance. I should include Benefits section because the posting lists specific benefits. Now, I need to output only the HTML fragment. Let me write the HTML. I'll start with

      About the role

      then

      for the summary. Then

      Responsibilities

      with

      for the job summary, then a

      for each major responsibility area. For each area, I'll do:
      • Market Intelligence Lead – Compensation Benchmarking & Survey Participation
        • Lead the company's participation in third-party compensation surveys, ensuring accurate job matching and timely submission.
        ... etc.
      But note: the rule says "use
      • for any list of duties/requirements/benefits". This is a list of duties, so nested lists are appropriate. Similarly for Qualifications and What success looks like. I'll create sections: - About the role - Responsibilities - Qualifications - What success looks like - Benefits I'll not include Pay or Schedule because not mentioned. Now, ensure I don't include boilerplate: EEO, reasonable accommodations, GenAI warning, privacy policy, links. Also, the "Position Summary" heading in the original is not needed as a separate heading; I'll fold into About the role. The "Role And Responsibilities" heading is not needed; I'll use Responsibilities. The "Qualifications" heading is used. The "What success looks like" is a section. The "Life @ Samsung" and "Benefits @ Samsung" links are not needed; but the benefits list is included. Now,