Senior Director, Compensation

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.

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

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