Director, Rewards & Executive

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

Weekly Work Hours

Compensation Range

Salary Minimum

FLSA

Position Type

* 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.

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.

• Proven expertise in designing and executing comprehensive total rewards strategies that align with enterprise-wide objectives and drive organizational performance.

• Deep knowledge of executive pay structures, incentive plans, market benchmarking, and regulatory requirements to ensure compliance and competitive positioning.

• Strategic experience in developing and optimizing short- and long-term incentive programs that align with business goals and reward performance.

• Advanced understanding of FLSA, DOL, IRS, and other compensation-related regulations to mitigate risk and ensure adherence to legal and fiduciary responsibilities.

• Mastery in compensation analytics, financial modeling, and predictive workforce trends to inform executive leadership on compensation-related decisions.

• Proficiency in HRIS platforms, compensation planning tools, and automation strategies to enhance efficiency and scalability in total rewards administration.

• Strong executive presence and ability to engage with senior leadership, finance, legal, and HR teams to drive strategic compensation initiatives.

• Leadership in executing large-scale total rewards initiatives in complex, matrixed environments to enhance organizational agility and talent retention.

• Ability to translate complex compensation structures into clear, strategic narratives that resonate with boards, executives, and key stakeholders.

• Expertise in developing compensation governance frameworks, audit controls, and ongoing evaluation methodologies to ensure sustainability and effectiveness.

• Demonstrates executive-level thought leadership in total rewards, aligning programs with the institution's mission, culture, and long-term workforce planning.

• Builds strong relationships with the board, executive leadership, and key stakeholders to drive alignment and execution of compensation strategies.

• Deep understanding of financial modeling, budget planning, and cost-benefit analysis to balance competitive pay practices with fiscal responsibility while ensuring alignment with organizational goals.

• Maintains the highest standards of integrity and compliance in compensation administration, ensuring pay equity, transparency, and adherence to regulatory standards while mitigating financial and reputational risks.

• Leverages advanced compensation analytics, benchmarking, and predictive workforce trends to inform executive leadership and drive data-backed decision-making.

• Continuously evaluates emerging compensation trends, industry best practices, and technological advancements to enhance total rewards programs.

• Navigates nuanced compensation challenges with strategic, evidence-based solutions that drive organizational impact and workforce satisfaction.

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

• Leads with adaptability in response to evolving workforce needs, regulatory changes, and market fluctuations while fostering a culture of continuous improvement.

• Ensures compensation programs align with talent management initiatives, supporting both recruitment…