The Vision To architect a technology-forward, data-driven People function that treats the Cheil Agency Network (CAN's) talent as a measurable, high-ROI asset. This role bridges the gap between the ...
The Vision To architect a technology-forward, data-driven People function that treats the Cheil Agency Network (CAN's) talent as a measurable, high-ROI asset. This role bridges the gap between the ...
IT Director
Plano, TX · On-site
$180 - $240/hr
At Cheil Worldwide, we create connected experiences that move people with work that's bold enough to stand out, clear enough to be understood, and enduring enough to be remembered. Born from ...
New
IT Director
Plano, TX · On-site
$180 - $240/hr
At Cheil Worldwide, we create connected experiences that move people with work that's bold enough to stand out, clear enough to be understood, and enduring enough to be remembered. Born from ...
New
Talent Operations, Intern
New York, NY · On-site
$18/hr
ROLE OVERVIEW The Cheil Agency Network is seeking a highly organized and detail-oriented Talent Operations Intern to support recruiting operations, talent systems organization, workflow coordination ...
Talent Operations, Intern
New York, NY · On-site
$18/hr
ROLE OVERVIEW The Cheil Agency Network is seeking a highly organized and detail-oriented Talent Operations Intern to support recruiting operations, talent systems organization, workflow coordination ...
Innovation Technology Manager
Plano, TX · On-site
$140 - $180/hr
We're a global creative, tech & marketing agency.With 8,000+ Cheilers across 46 countries, we're always lookingfor more remarkable people. 8,000+ Team Members 46 Countries 55 Offices Innovation ...
Innovation Technology Manager
Plano, TX · On-site
$140 - $180/hr
We're a global creative, tech & marketing agency.With 8,000+ Cheilers across 46 countries, we're always lookingfor more remarkable people. 8,000+ Team Members 46 Countries 55 Offices Innovation ...
Cheil USA is a creative agency that focuses on building connected experiences through technology and creativity. They are seeking a Software Engineer, Creative Technology to develop web experiences ...
Cheil USA is a creative agency that focuses on building connected experiences through technology and creativity. They are seeking a Software Engineer, Creative Technology to develop web experiences ...
Cheil information
See salary details
$8.89 - $13.70
16% of jobs
$15.17 is the 25th percentile. Wages below this are outliers.
$13.70 - $18.51
29% of jobs
The median wage is $19.71 / hr.
$18.51 - $23.32
19% of jobs
$27.58 is the 75th percentile. Wages above this are outliers.
$23.32 - $28.13
12% of jobs
$28.13 - $32.93
8% of jobs
$32.93 - $37.74
5% of jobs
$37.74 - $42.55
4% of jobs
$42.55 - $47.36
2% of jobs
$47.36 - $52.16
2% of jobs
$52.16 - $56.97
1% of jobs
$56.97 - $61.78
1% of jobs
$8
$26
$61
How much do cheil jobs pay per hour?
As of Aug 10, 2026, the average hourly pay for cheil in the United States is $26.34, according to ZipRecruiter salary data. Most workers in this role earn between $15.14 and $30.77 per hour, depending on experience, location, and employer.
What is Cheil?
Cheil is a global marketing and advertising agency headquartered in South Korea. It was founded in 1973 as a subsidiary of the Samsung Group and has since grown to become one of the world's leading marketing solutions companies. Cheil provides a wide range of services including advertising, digital marketing, public relations, brand consulting, and experiential marketing for clients across various industries. The company is known for its innovative campaigns and integrated marketing strategies that help brands connect with consumers.
What is a Cheil job?
A Cheil job typically refers to a role at Cheil Worldwide, a global marketing and advertising agency based in South Korea. Cheil specializes in creative solutions, digital marketing, branding, and media planning, often working with major brands like Samsung. Jobs at Cheil can range from account management and creative design to data analytics and strategy. Employees at Cheil often collaborate on global campaigns, leveraging innovative technologies and consumer insights.
What are the key skills and qualifications needed to thrive as a marketing specialist at Cheil, and why are they important?
To thrive as a Marketing Specialist at Cheil, you need expertise in marketing strategy, digital media, and campaign management, usually supported by a relevant degree in marketing or communications. Familiarity with marketing analytics tools, social media platforms, and customer relationship management (CRM) systems is typically required. Strong creativity, collaboration, and communication skills help professionals develop compelling campaigns and work effectively within teams. These skills and qualities are essential for delivering impactful marketing solutions and meeting client objectives in a fast-paced, innovative agency environment.
How does a role at Cheil integrate with cross-functional teams to deliver client projects?
At Cheil, collaboration with cross-functional teams is a fundamental part of the work environment. Employees frequently work alongside creative, digital, strategy, and account management professionals to deliver cohesive campaigns for clients. This structure encourages open communication, brainstorming, and problem-solving across departments, ensuring that projects benefit from diverse expertise. Being proactive in team meetings and maintaining flexibility are key to thriving in this dynamic, fast-paced setting.
More about Cheil jobs
What are the most commonly searched types of Cheil jobs? The most popular types of Cheil jobs are:
What states have the most Cheil jobs? States with the most job openings for Cheil jobs include:
What job categories do people searching Cheil jobs look for? The top searched job categories for Cheil jobs are:
- Sr Director Of Customer Success
- Playboy Enterprises Inc
- Adidas Social Media
- Senior Director Implementation
- Sr Director Of It
- Telecommute Director Technology Strategy
- Full Time Director Strategy & Operations
- Director Enterprise Strategy
- Application Strategy Integration Director
- Director Competitive Intelligence
Full-time
Re-posted 14 days ago
Job description
The Vision
To architect a technology-forward, data-driven People function that treats the Cheil Agency Network (CAN's) talent as a measurable, high-ROI asset. This role bridges the gap between the CPO's vision, the CFO's financial requirements, and the CAN Technology Strategy, ensuring that every agency has the People systems, data, and integrated support to scale.
I. Technology Strategy & Enterprise Integration
II. Future-Forward People Analytics
III. Agency Partnership & Enablement
IV. Financial Intelligence & Partnership with Finance
V. Strategic Employee Relations & Policy
VI. Leadership & Team Management
Qualifications
Our estimated range for this role is $130k - $150k
Compensation packages are based on the skill level and experience each candidate brings to their role.
Right To Work In The US
You must be authorized to work in the US for any employer. At this time, we are not sponsoring or providing assistance with obtaining work authorization. We are in the office Tuesday/Wednesday/Thursday on a hybrid schedule. We look forward to meeting you!
To architect a technology-forward, data-driven People function that treats the Cheil Agency Network (CAN's) talent as a measurable, high-ROI asset. This role bridges the gap between the CPO's vision, the CFO's financial requirements, and the CAN Technology Strategy, ensuring that every agency has the People systems, data, and integrated support to scale.
I. Technology Strategy & Enterprise Integration
- Tech Leadership Partnership: Partner directly with the CAN Technology Leader and agency-level tech teams to align People technology roadmaps with broader enterprise IT strategies.
- Systems Integration: Lead the strategy and execution for integrating People systems (ADP, Employee Navigator, Lattice, ATS, Compliance) with enterprise tools (e.g., collaboration platforms, SSO, project management tools).
- Security & Governance: Collaborate with Tech teams to ensure all People data systems meet CAN security standards and data privacy regulations.
- AI-First Enablement: Lead the evaluation and deployment of GenAI-powered People tools (e.g., policy Q&A assistants, manager co-pilots, automated workflows) in partnership with CAN Technology to drive self-service and scale across agencies.
- Innovation Scouting: Jointly evaluate emerging technologies (AI co-pilots, automated workflows, predictive analytics tools) with Tech leaders to determine scalability across all CAN agencies.
II. Future-Forward People Analytics
- Data Architecture: Maintain and evolve the CAN People Data Model to standardize titles, levels, and compensation structures across all agencies for clean, AI-ready data.
- Decision Systems: Move from static reporting to predictive modeling (e.g., attrition risk, skills-based planning, and Future of Work scenario modeling).
- AI & Predictive Insights: Leverage AI and predictive analytics to surface early-warning signals (e.g., attrition risk, skills gaps) and to extract insights from unstructured data such as survey comments and performance feedback.
- Reporting & Insights: Deliver high-urgency analytics on headcount, turnover, and talent ROI to the CPO, CFO, and Agency People Leaders.
III. Agency Partnership & Enablement
- Strategic Consultant: Act as the Tier 2 expert and advisor for Agency People Leaders on complex systems, benefits, and employee relations escalations.
- Resource Curation: Maintain the CORE Handbook and a centralized digital library of templates, job banks, and compliance checklists for agency use.
- Collaborative Leadership: Lead cross-agency working groups (Agency People Leaders and Executive Admins) to solve shared People systems/optimization friction points.
- Onboarding & Training: Standardize the onboarding for new Agency People Leaders to ensure consistency in the CAN way of People administration.
IV. Financial Intelligence & Partnership with Finance
- Workforce Cost Modeling: Partner with the CPO, CFO, and Agency People Leaders to integrate people data into annual budgeting and talent cost forecasting (salary, tax, and benefits).
- Monthly Financial Pack: Produce automated headcount reconciliations, benefits liability tracking, and associated budget variance analysis for Agency People Leaders and Finance.
- Benefits Financials: Lead the financial interface with Gallagher; model the ROI of plan designs and project cost impacts for Open Enrollment and on a monthly basis once benefits convert to a self-funded benefits plan.
- Audit & Compliance: Maintain accurate employee records for classifications and immigration compliance.
V. Strategic Employee Relations & Policy
- Employee Relations Escalation #2: Serve as a high-touch, non-biased subject matter expert for personnel matters; conduct fact-finding and provide counsel on sensitive cases.
- Policy Architecture: Draft and evolve CAN-wide practices; ensure fact-based and time-based clarity in all CAN communications.
- Confidentiality: Handle the most sensitive personnel and financial data with absolute discretion and a controlled sense of urgency.
VI. Leadership & Team Management
- Strategic Oversight: Provide high-level direction and mentorship to the People Operations function, ensuring all initiatives align with the CPO's long-term roadmap.
- Manager, People Systems & Optimization: Manage and coach a high-capability, individual-contributor-skewed lead who owns complex project execution, analytics support, optimization of administrative processes, and the integrity of core People systems (ADP, Employee Navigator, and related tools).
- AI Automation Mandate: Partner with the Manager, People Systems & Optimization to use AI-driven automation (e.g., AI-assisted auditing, automated reporting, and co-pilots embedded in core tools) to reduce manual administrative work across CAN agencies.
Qualifications
- 4+ years in HR, People Operations, or People Analytics, including work in multi-entity or matrixed organizations (holding company or agency experience a plus).
- 3+ years owning or heavily influencing HR technology/HRIS, with strong hands-on experience in ADP and familiarity with Employee Navigator or similar benefits platforms.
- Demonstrated experience partnering with senior leaders (CPO/CHRO, CFO, Technology/IT leaders) on cross-functional, data-driven initiatives.
- Proven track record leading complex projects (system implementations, data migrations, org changes, and major policy/benefits rollouts).
- Meaningful experience using people data to build dashboards, scorecards, and executive-ready insights (not just running reports).
- Advanced Excel/Google Sheets skills (pivot tables, lookups, complex formulas); experience with one BI/visualization tool (e.g., Tableau, Looker) strongly preferred.
- Strong HR systems mindset: understands data models, integrations, SSO, security, and how HR data flows across systems; comfortable partnering with Technology/IT on integrations and governance.
- Ability to translate ambiguous questions into clear metrics, repeatable reporting, and decision-ready insights.
- Working knowledge of SQL (or strong aptitude to learn); able to query, validate, and interpret data directly from HRIS or connected data sources.
- Solid understanding of how headcount, compensation, and benefits flow into budgets and the P&L.
- Experience supporting labor cost forecasting and budget vs. actual analysis with Finance.
- Comfortable discussing ROI on People programs and benefits design decisions with senior stakeholders.
- Experience handling sensitive employee relations escalations with sound judgment, neutrality, and discretion.
- Experience contributing to or owning policies, handbooks, and People playbooks, ideally across multiple business units or agencies.
- Strong communication and change management skills; able to explain complex systems or policy changes clearly to non-experts.
- Experience managing at least one high-capability individual contributor (HRIS, People Ops, or Analytics).
- Proven ability to influence without authority across agencies or business units and build trusted partnerships with both People and Technology leaders.
- Comfortable operating in a builder/architect mode in a growing, evolving environment.
- Bachelor's degree in Human Resources, Business, Data/Analytics, Information Systems, or a related field required.
- Master's degree and/or HR certifications (e.g., SHRM-CP/SCP, PHR/SPHR) are a plus but not required.
Our estimated range for this role is $130k - $150k
Compensation packages are based on the skill level and experience each candidate brings to their role.
Right To Work In The US
You must be authorized to work in the US for any employer. At this time, we are not sponsoring or providing assistance with obtaining work authorization. We are in the office Tuesday/Wednesday/Thursday on a hybrid schedule. We look forward to meeting you!