Senior Director, Compensation

Weekly Work
Hours
40

Compensation Range
Administrator Range E07

Salary Minimum
$102,900.00
Annually

FLSA
United States of America (Exempt)

Position Type
Administrator

Position
Summary

The Senior Director, Compensation will lead the design, development, and execution of a comprehensive compensation
strategy to support Dallas College’s ability to attract, retain, and motivate high-performing talent. This role will serve as the
organization’s primary subject matter expert on compensation philosophy, market competitiveness, job architecture, and pay
practices.

Reporting directly to the Associate Deputy Chief of Total Rewards, this leader will provide strategic direction and
thought leadership in the design and administration of compensation programs, including base pay, variable pay, incentive structures, and
pay equity initiatives. The Senior Director will also oversee compensation operations, drive data-informed decision-making, and ensure
alignment between pay practices and organizational goals, workforce strategy, and fiscal stewardship.

Required Knowledge, Skills
and Abilities

• Deep expertise in compensation strategy, design, and administration, including base pay structures, incentive
  programs, and market benchmarking.
• Strong knowledge of job architecture, job evaluation methodologies, and salary structure
  design.
• Advanced understanding of compensation analytics, including modeling, forecasting, and use of market data to inform pay
  decisions.
• Demonstrated experience leading pay equity analyses and implementing compliant, defensible compensation
  practices.
• Knowledge of applicable compensation regulations (e.g., FLSA, Equal Pay Act) and emerging pay transparency
  requirements.
• Ability to design and implement merit, incentives, and performance-based pay programs aligned with organizational
  priorities.
• Experience advising senior leadership on compensation philosophy, pay decisions, and organizational design
  impacts.
• Proven ability to lead large-scale compensation projects, such as market studies, pay structure redesigns, or
  classification reviews.
• Strong financial acumen, including budgeting, cost modeling, and alignment of compensation programs with
  fiscal constraints.
• Exceptional analytical, problem-solving, and critical-thinking skills with the ability to translate complex data
  into actionable insights.
• Ability to manage sensitive and confidential compensation matters with sound judgment and
  discretion.
• Strong project management skills with a track record of delivering complex, cross-functional
  initiatives.
• Excellent communication and influencing skills, with the ability to present effectively to executives and
  stakeholders.

Physical Requirements

Normal physical job functions performed within a standard office environment.
Reasonable accommodations may be made to individuals with physical challenges to perform the essential duties and
responsibilities.

Minimum Qualifications

• Bachelor’s degree in Business Administration, Finance, Human Resources, or
  related field.
• Official transcript required.
• 7-10+ years of progressive Human Resources experience, with significant depth
  in compensation design, strategy, and analytics.
• Demonstrated experience leading enterprise-wide compensation programs or
  transformations.
• Strong proficiency in Excel and compensation modeling tools; experience with HRIS systems
  required.
• Experience conducting market pricing, salary surveys, and benchmarking analysis.
• Ability to design and administer
  performance-based compensation programs.
• Strong attention to detail and ability to work in a fast-paced, data-driven
  environment.
• Excellent interpersonal and consulting skills with all levels of leadership.
• Ability to manage confidential and
  sensitive information with professionalism.
• Superior written and verbal communication skills.
• Strong organizational and
  problem-solving capabilities.
• Valid Texas driver’s license for occasional travel.

Other Preferred Qualifications for
Role (not mandatory, but advantageous)

• Master’s degree preferred.
• Bilingual or multilingual preferred.
• SHRM-SCP,
  CCP (Certified Compensation Professional), or similar certification strongly preferred.
• Experience in a high education environment
  preferred

*** Will be subject to a criminal background check. Some positions may be subject to a fingerprint check.
***

Key Responsibilities

• Develop and implement a comprehensive compensation strategy aligned with organizational goals,
  talent strategy, and labor market trends.
• Design and maintain salary structures, pay ranges, and job classification frameworks,
  ensuring internal equity and external competitiveness.
• Lead market benchmarking and compensation analysis, including participation
  in salary surveys and development of market-informed recommendations.
• Oversee annual compensation planning processes, including
  merit increases, promotions, and adjustments.
• Design and administer variable pay and incentive programs, ensuring alignment with
  performance outcomes.
• Conduct pay equity analyses and recommend adjustments to promote fair and equitable pay
  practices.
• Provide strategic consultation to executive leadership and HR partners on compensation-related decisions and workforce
  planning.
• Ensure compliance with all applicable compensation laws and regulations.
• Lead the development and governance of
  compensation policies, guidelines, and procedures.
• Oversee job evaluations, reclassifications, and organizational design support
  related to compensation impacts.
• Manage and develop compensation team members, fostering technical expertise and high
  performance.
• Partner with Finance to ensure cost-effective compensation program design and budget alignment.
• Drive
  continuous improvement of compensation processes through technology, data, and analytics.
• Support communication strategies to ensure
  clarity and transparency around compensation programs.
• Required Dallas College Professional Development Hours per Academic
  Year.

All employees are required to complete a minimum of 19 hours.

People leaders are required an additional 16 hours of
leadership development

• Exercises full discretion and decision-making authority in the recruitment, selection, hiring, mentoring,
  coaching, development & termination of staff, ensuring alignment with organizational goals, budgetary constraints, and workforce planning
  strategies.
• Drive high performance by administering the performance management process timely, setting clear expectations,
  conducting performance evaluations, and implementing initiatives that enhance employee engagement, motivation, and
  retention.
• Performs other duties not listed as assigned.

The intent of this job description is to provide a
representative summary of the major duties and responsibilities performed by incumbents of this job and shall not be construed as a
declaration of the total of the specific duties and responsibilities of any particular position. Incumbents may be directed to perform
job-related tasks other than those specifically presented in this description. Position requires regular and predictable
attendance.

About Us

Since 1965, Dallas College, formerly Dallas County Community College District, has
served more than three (3) million students. Comprising seven campuses located around the Dallas/Fort Worth area, we are one of the largest
community college systems in the state of Texas. We strive to be a leader in the community college space, placing students at the center of
everything we do.

Dallas College is committed to cultivating an environment of opportunity and belonging for all students and
employees. We recognize that the Dallas College workforce, and the diverse talent that stems from it, is directly linked to our success. We
are part of an equal opportunity system that provides education and employment opportunities without discrimination on the basis of any
protected attribute, including race, color, religion, national origin, sex, disability, age, sexual orientation, gender identity or gender
expression, veteran status, pregnancy or any other basis protected under applicable law. In accordance with applicable law, Dallas College
will make reasonable accommodations for applicants and employees’ religious practices and beliefs, as well as any mental health or physical
disability needs.

Applications Deadline
June 26, 2026

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