Associate Deputy Chief of Total Rewards

Weekly Work Hours

Compensation Range

Salary Minimum

FLSA

Position Type

• 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.

• 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.

• 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.

• 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.

• 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, benchmarking, predictive trends, and financial modeling to support compensation-related decisions.

• A collaborative change leader with experience executing large-scale compensation or total rewards initiatives in complex, matrixed environments.

• A governance-minded professional who maintains high standards of integrity, transparency, compliance, and pay equity.

• A systems-oriented leader who can improve compensation planning, automation, and administrative scalability while enhancing the employee experience.

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