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’