Associate Deputy Chief of Total Rewards

Weekly Work
Hours
40

Compensation Range
Administrator Range E10

Salary Minimum
$133,800.00
Annually

FLSA
United States of America (Exempt)

Position Type
AdministratorWork Location
Information
* All positions are considered on-site roles.
* After six months of employment, some positions may be
eligible to apply for a hybrid work arrangement based on job responsibilities, operational needs, supervisor approval, and Dallas College
policy.
* Academic (Faculty) positions require on-campus presence, even when teaching online courses, in accordance with state law.

Job Summary:

Dallas College is seeking a strategic and results-driven Associate Deputy Chief of Total
Rewards to lead the design, implementation, and administration of comprehensive compensation programs, including general compensation,
executive compensation, and incentive-based pay structures. This executive leadership role ensures that total rewards strategies are
competitive, fiscally responsible, compliant, and aligned with the institution’s long-term goals. The Associate Deputy Chief will provide
strategic direction for executive compensation plans, salary structures, annual merit processes, incentive pay programs, and other total
rewards initiatives that support the organization’s strategic goals and workforce needs.

This leader will play a pivotal role in
shaping the institution’s compensation philosophy and ensuring that total rewards programs drive employee engagement, retention, and
organizational excellence. Working closely with senior leadership, HR, and finance teams, the Associate Deputy Chief will oversee
competitive and equitable compensation practices that position Dallas College as an employer of choice, ensuring that compensation
strategies effectively attract, retain, and reward top talent across the organization.

Required Knowledge, Skills, and
Abilities

• Proven expertise in designing and executing comprehensive total rewards strategies that align with enterprise-wide
  objectives and drive organizational performance.
• Deep knowledge of executive pay structures, incentive plans, market benchmarking,
  and regulatory requirements to ensure compliance and competitive positioning.
• Strategic experience in developing and optimizing
  short- and long-term incentive programs that align with business goals and reward performance.
• Advanced understanding of FLSA, DOL,
  IRS, and other compensation-related regulations to mitigate risk and ensure adherence to legal and fiduciary
  responsibilities.
• Mastery in compensation analytics, financial modeling, and predictive workforce trends to inform executive
  leadership on compensation-related decisions.
• Proficiency in HRIS platforms, compensation planning tools, and automation strategies
  to enhance efficiency and scalability in total rewards administration.
• Strong executive presence and ability to engage with senior
  leadership, finance, legal, and HR teams to drive strategic compensation initiatives.
• Leadership in executing large-scale total
  rewards initiatives in complex, matrixed environments to enhance organizational agility and talent retention.
• Ability to translate
  complex compensation structures into clear, strategic narratives that resonate with boards, executives, and key
  stakeholders.
• Expertise in developing compensation governance frameworks, audit controls, and ongoing evaluation methodologies to
  ensure sustainability and effectiveness.
• Demonstrates executive-level thought leadership in total rewards, aligning programs with
  the institution’s mission, culture, and long-term workforce planning.
• Builds strong relationships with the board, executive
  leadership, and key stakeholders to drive alignment and execution of compensation strategies.
• Deep understanding of financial
  modeling, budget planning, and cost-benefit analysis to balance competitive pay practices with fiscal responsibility while ensuring
  alignment with organizational goals.
• Maintains the highest standards of integrity and compliance in compensation administration,
  ensuring pay equity, transparency, and adherence to regulatory standards while mitigating financial and reputational
  risks.
• Leverages advanced compensation analytics, benchmarking, and predictive workforce trends to inform executive leadership and
  drive data-backed decision-making.
• Continuously evaluates emerging compensation trends, industry best practices, and technological
  advancements to enhance total rewards programs.
• Navigates nuanced compensation challenges with strategic, evidence-based solutions
  that drive organizational impact and workforce satisfaction.
• Implements scalable compensation frameworks that improve efficiency,
  streamline operations, and enhance the employee experience.
• Leads with adaptability in response to evolving workforce needs,
  regulatory changes, and market fluctuations while fostering a culture of continuous improvement.
• Ensures compensation programs align
  with talent management initiatives, supporting both recruitment and retention of top-tier talent, while reinforcing a high-performance
  culture.

Physical Requirements

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

Minimum Requirements

• Bachelor’s degree in human resources, Business Administration, Finance,
  or a related field (Master’s preferred).
• Certified Compensation Professional (CCP) and/or Senior Professional in Human Resources
  (SPHR) preferred.
• 15+ years of progressive leadership experience in compensation and total rewards, with at least 7 years in an
  executive leadership role.
• Deep expertise in executive compensation, incentive pay design, and compensation
  governance.
• Strong financial acumen, experience with compensation budget planning, and data-driven
  decision-making.
• Experience presenting to executive leadership and governing boards on compensation strategy.
• Proficiency in
  HR technology systems (Workday, ServiceNow, or similar platforms).

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

Key Responsibilities

• Lead the strategy, design, and execution of general compensation,
  executive compensation, and incentive-based pay programs.
• Ensure market-competitive, internally equitable, and legally compliant
  compensation structures at all levels.
• Develop and oversee executive compensation plans, ensuring compliance with regulatory and
  governance requirements.
• Drive annual merit, pay-for-performance, and incentive compensation strategies in alignment with
  institutional goals.
• Conduct executive-level compensation benchmarking and analysis, ensuring Dallas College remains competitive in
  higher education and the broader market.

• Ensure compliance with all federal, state, and local regulations regarding
  compensation, including FLSA, DOL, and IRS guidelines.
• Partner with legal, finance, and board representatives to ensure governance
  and risk management in compensation programs.
• Establish total rewards policies, governance frameworks, and compensation guidelines
  to maintain consistency and fairness.

• Serve as a trusted advisor to the CHRO, executive leadership team, and Board of
  Trustees on compensation and incentive programs.
• Lead compensation review and analysis for executive roles and provide
  recommendations for senior leadership pay adjustments.
• Present compensation program insights, trends, and recommendations to senior
  executives, Board committees, and governance bodies.

• Build and lead a high-performing Total Rewards team, fostering
  expertise in compensation strategy, executive pay, and incentive structures.
• Oversee HR technology platforms (Workday, ServiceNow)
  for compensation planning and analytics, ensuring seamless integration with HR operations.
• Utilize data analytics and compensation
  modeling to inform strategic workforce planning and decision-making.

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

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