Associate Deputy Chief of Rewards

Job Summary

Dallas College is seeking a strategic and results-driven Associate Deputy Chief of Total Rewards to lead the design, implementation, and administration of comprehensive compensation programs, including general compensation, executive compensation, and incentive-based pay structures. This executive leadership role ensures that total rewards strategies are competitive, fiscally responsible, compliant, and aligned with the institution’s long-term goals. The Associate Deputy Chief will provide strategic direction for executive compensation plans, salary structures, annual merit processes, incentive pay programs, and other total rewards initiatives that support the organization’s strategic goals and workforce needs.

This leader will play a pivotal role in shaping the institution’s compensation philosophy and ensuring that total rewards programs drive employee engagement, retention, and organizational excellence. Working closely with senior leadership, HR, and finance teams, the Associate Deputy Chief will oversee competitive and equitable compensation practices that position Dallas College as an employer of choice, ensuring that compensation strategies effectively attract, retain, and reward top talent across the organization.

• 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.

• Lead the strategy, design, and execution of general compensation, executive compensation, and incentive-based pay programs.
• Ensure market-competitive, internally equitable, and legally compliant compensation structures at all levels.
• Develop and oversee executive compensation plans, ensuring compliance with regulatory and governance requirements.
• Drive annual merit, pay-for-performance, and incentive compensation strategies in alignment with institutional goals.
• Conduct executive-level compensation benchmarking and analysis, ensuring Dallas College remains competitive in higher education and the broader market.
• Ensure compliance with all federal, state, and local regulations regarding compensation, including FLSA, DOL, and IRS guidelines.
• Partner with legal, finance, and board representatives to ensure governance and risk management in compensation programs.
• Establish total rewards policies, governance frameworks, and compensation guidelines to maintain consistency and fairness.
• Serve as a trusted advisor to the CHRO, executive leadership team, and Board of Trustees on compensation and incentive programs.
• Lead compensation review and analysis for executive roles and provide recommendations for senior leadership pay adjustments.
• Present compensation program insights, trends, and recommendations to senior executives, Board committees, and governance bodies.
• Build and lead a high-performing Total Rewards team, fostering expertise in compensation strategy, executive pay, and incentive structures.
• Oversee HR technology platforms (Workday, Service Now) for compensation planning and analytics, ensuring seamless integration with HR operations.
• Utilize data analytics and compensation modeling to inform strategic workforce planning and decision-making.

• Bachelor’s degree in human resources, Business Administration, Finance, or a related field (Master’s 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, and compensation governance.
• 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 (Workday, Service Now, or similar platforms).
• Will…