Associate Deputy Chief of Total Rewards

All Job Postings will close at 12:01 a.m. CT on the specified Closing Date.

Weekly Work Hours

40

Compensation Range

Administrator Range E10

Salary Minimum

$133,800.00 Annually

FLSA

United States of America (Exempt)

Position Type

Administrator Dallas College is seeking a strategic, results-driven Total Rewards leader to serve as Associate Deputy Chief, Total Rewards. This executive leadership role will lead the design, implementation, and administration of comprehensive compensation programs, including general compensation, executive compensation, salary structures, annual merit processes, incentive-based pay programs, and related total rewards initiatives.

This is an opportunity to help shape Dallas College’s compensation philosophy and strengthen programs that support employee engagement, retention, organizational excellence, and long-term workforce needs. Working closely with senior leadership, HR, finance, legal, and governance stakeholders, the Associate Deputy Chief will help ensure compensation strategies are competitive, fiscally responsible, compliant, internally equitable, and aligned with institutional goals.

The successful candidate will bring executive presence, deep compensation expertise, strong financial acumen, and the ability to translate complex compensation structures into clear, strategic recommendations that support informed decision-making across the organization.

Why This Role Matters

Compensation strategy is central to Dallas College’s ability to attract, retain, and reward the talent needed to serve students, employees, and communities. The Associate Deputy Chief, Total Rewards will play a pivotal role in strengthening the institution’s total rewards approach while supporting fairness, transparency, fiscal stewardship, and organizational effectiveness.

As Dallas College advances its commitment to becoming a Best Place to Work, the Associate Deputy Chief, Total Rewards will play a critical leadership role in shaping the employee experience through competitive compensation strategies, equitable pay practices, meaningful recognition, and innovative total rewards programs. This leader will help ensure Dallas College attracts, retains, develops, and rewards the talented employees who power our mission, while supporting a culture of engagement, accountability, career growth, and organizational excellence.

This leader will help Dallas College:

Design and execute compensation strategies aligned with enterprise-wide objectives and institutional priorities.

Strengthen market-competitive and internally equitable compensation practices across the organization.

Advance governance, compliance, and risk management for compensation programs.

Use compensation analytics, benchmarking, and financial modeling to support strategic workforce planning.

Support recruitment and retention of top-tier talent through thoughtful and scalable total rewards programs.

Enhance the employee experience through efficient, transparent, and well-governed compensation processes.

Advance Dallas College’s Best Place to Work strategy by designing total rewards programs that strengthen employee engagement, recognition, retention, career growth, and the overall employee experience.

Key Responsibilities

Compensation Strategy & Program Leadership

Lead the strategy, design, and execution of general compensation, executive compensation, and incentive-based pay programs.

Provide strategic direction for salary structures, annual merit processes, incentive pay programs, and other total rewards initiatives.

Develop and optimize short- and long-term incentive programs that align with institutional goals and reward performance.

Continuously evaluate emerging compensation trends, industry best practices, and technology advancements to enhance total rewards programs.

Governance, Compliance & Risk Management

Ensure market-competitive, internally equitable, fiscally responsible, and legally compliant compensation structures at all levels.

Develop and oversee executive compensation plans, ensuring alignment with regulatory and governance requirements.

Ensure compliance with federal, state, and local compensation regulations, including FLSA, DOL, and IRS guidelines.

Establish compensation governance frameworks, audit controls, policies, and evaluation methodologies to maintain consistency, sustainability, and fairness.

Partner with legal, finance, and board representatives to support governance and risk management in compensation programs.

Executive Advisory & Stakeholder Engagement

Serve as a trusted advisor to the CHRO, executive leadership team, and Board of Trustees on compensation and incentive programs.

Present compensation program insights, trends, and recommendations to senior executives, Board committees, and governance bodies.

Build strong relationships with senior leadership, finance, legal, HR teams, the Board, and key stakeholders to drive alignment and execution.

Translate complex compensation structures and data into clear, strategic narratives that resonate with executive and governance audiences.

Analytics, Systems & Operational Excellence

Conduct executive-level compensation benchmarking and analysis to support competitive positioning in higher education and the broader market.

Leverage compensation analytics, predictive workforce trends, financial modeling, budget planning, and cost-benefit analysis to inform executive leadership.

Oversee HR technology platforms, including systems such as Workday and ServiceNow, for compensation planning and analytics.

Implement scalable compensation frameworks that improve efficiency, streamline operations, and enhance the employee experience.

Team Leadership

Build and lead a high-performing Total Rewards team with expertise in compensation strategy, executive pay, and incentive structures.

Lead with adaptability in response to evolving workforce needs, regulatory changes, and market fluctuations while fostering continuous improvement.

Required Qualifications

Bachelor’s degree in Human Resources, Business Administration, Finance, or a related field; master’s degree 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, compensation governance, market benchmarking, and regulatory requirements.

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 such as Workday, ServiceNow, or similar platforms.

Must be able to successfully complete required background check processes.

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 .

Work 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.

Ideal Candidate Profile

A strategic total rewards expert who can balance competitive pay practices with fiscal responsibility and organizational goals.

An executive advisor who can engage senior leaders, governance bodies, finance, legal, and HR partners with credibility and clarity.

A data-informed leader who can use analytics, benchmarki