Senior Compensation Analyst

Weekly Work
Hours
40

Compensation Range
Staff Range N07

Salary Minimum
$77,200.00
Annually

FLSA
United States of America (Exempt)

Position Type
Staff
The Senior Compensation Analyst
serves as a subject-matter expert responsible for the design, analysis, and governance of Dallas College’s compensation programs. This role
provides strategic, data-driven consultation on job architecture, market competitiveness, internal equity, and pay practices, ensuring
alignment with institutional goals, regulatory requirements, and labor market conditions. The Senior Compensation Analyst exercises
significant professional judgment in making independent analytical recommendations that inform leadership decisions and materially influence
institutional compensation practices. Work is performed with considerable latitude and reviewed at key milestones for alignment with Total
Rewards strategy and governance standards.

Essential Duties & Responsibilities

• Serve as a lead compensation
  subject-matter expert, providing advanced analysis and consultative guidance on compensation strategy, job architecture, and pay
  decisions.
• Lead complex market pricing, benchmarking, and trend analysis using multiple survey sources and translate findings into
  actionable recommendations.
• Design, evaluate, and maintain salary structures and compensation frameworks that balance
  competitiveness, equity, and fiscal responsibility.
• Conduct advanced job evaluations and classification analyses, including
  independent FLSA determinations.
• Assess internal pay equity and external competitiveness for staffing actions and formulate
  defensible recommendations.
• Identify, assess, and proactively escalate compensation-related risks with recommended mitigation
  strategies.
• Provide expert interpretation of compensation policies, legislation, and regulatory requirements.
• Develop
  executive-ready reports, dashboards, and presentations.
• Lead internal and external salary surveys, participation and
  validation.
• Partner with HRIS leaders to enhance systems, data integrity, automation, and reporting.
• Provide analytic
  leadership for annual compensation cycles.
• Serve as an escalation point for complex compensation inquiries.
• Maintain
  audit-ready documentation and governance standards.
• Complete required Dallas College Professional Development training hours per
  academic year (minimum 19 hours; additional 16 hours for people leaders).
• Regular, reliable, and punctual attendance is an essential
  function of the job.
• Perform other duties not listed as assigned.
• If physical presence is required for the
  role:

This position requires regular on-site presence to fulfill essential duties that cannot be performed remotely. Duties
must be executed in-person to ensure effective collaboration, supervision, and service delivery, in accordance with Texas SB
2615.

If physical presence is not essential:

This position may be eligible for remote work only under conditions
permitted by Texas SB 2615, including temporary illness, disability accommodations, or assignment to approved remote
instruction.

Minimum and Preferred – Education, Experience, and/or Certifications

Minimum Requirements for
Position (necessary or mandatory)

• Bachelor’s degree in HR, Business, Finance, Economics, Statistics, or related
  field.
• Five (5) years of progressive professional level experience in compensation, independent analysis and consultative
  responsibility, and/or job analysis/evaluation. (e.g. job descriptions, market analysis/salary surveys, salary analysis, equity/promotion
  reviews, organizational design, salary structure design).
• Official Transcripts required.
• Valid driver’s license and good
  driving record.
• Experience with compensation software and data analytics tools such as Excel, SQL Server, Culpepper, CompAnalyst,
  etc.
• Experience in supporting new and existing enhancements of HR systems, including system interfaces, data design and mapping,
  system, user acceptance testing (UAT), communication and training plans.
• Strong familiarity of the dependencies and relationships
  between HR Enterprise Resource Planning (ERP) modules, integration points with non-HRMS modules, and third-party systems.
• Bilingual
  or multilingual preferred.

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

• Society of Human
  Resource Management (SHRM) Certification is a plus.
• Certified Compensation Professional (CCP) is a plus.
• Public sector or
  higher education experience.
• Pay equity and regression analysis experience.
• Bilingual or multilingual
  preferred.

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

Knowledge, Skills, and Abilities

Required Qualifications for Role (necessary or mandatory)

• Knowledge
  of principles, practices, methods, and resources used in the design, implementation, and maintenance of organizational compensation
  structures.
• Knowledge of classification studies, job analyses, audits, and identification of pertinent job-related knowledge,
  skills, and abilities.
• Knowledge of federal, state, and local laws and ordinances governing classification and
  compensation.
• Ability to exercise judgment and discretion in establishing, applying, and interpreting office policies and
  procedures.
• Ability to effectively and efficiently utilize Microsoft Office tools (Excel, Word) and data visualization tools (Power
  BI, etc.).
• Ability to use initiative and creative problem-solving methods.
• Ability to gather, correlate, and analyze facts
  and devise solutions.
• Ability to prepare clear, concise, and comprehensive reports and presentations.
• Ability to establish
  project timelines, meet objectives, and communicate status updates.
• Ability to work on multiple projects in a fast-paced environment
  while ensuring effective and efficient use of time.
• Ability to establish and maintain effective working relationships with all
  levels of management and employees.
• Ability to adapt to changes in work environment, priorities, and organizational
  needs.
• Extensive knowledge of quantitative and qualitative research methods and human resource laws, regulations, and best
  practices.
• Excellent written and verbal communication skills; excellent organizational and time management
  skills.

Competencies

Dallas College seeks to identify core and professional competencies for each role and level
which helps define the level of expertise needed and desired to demonstrate success in the role.

• Strategic Thinking
• Judgment
  and Integrity
• Analytical Excellence
• Consultative Influence
• Data Governance and
  Stewardship
• Adaptability

Work Condition Environment / Physical Requirements

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

Physical requirements can vary depending on position. For example, lifting may be
required of an employee in facilities, certain positions in student success may require a license, etc.

Dallas College is one of
the largest community college systems in Texas, committed to transforming lives and communities through higher education. With a rich
history of serving the diverse population of Dallas County, the college provides accessible, affordable, and high-quality education that
empowers students to achieve their academic and career goals.

Dallas College has a set of core values that shape its culture
and operations: integrity, respect, opportunity, collaboration, accountability, and engagement and
support.

#LI-TC1

Applications Deadline
June 15, 2026

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