Director, Compensation

Title: Director, Compensation

Department: DT Human Resources

Campus

Location:

TCCD District Offices

Employee Classification: APT
- Administrative

Position Type: FT
- Regular

Grant Funded: No

Pay Frequency: Monthly

Compensation Details: Starting Pay - ;

Commensurate with education and experience

Work Hours: Monday
- Friday 8:00am - 5:00pm. Flexibility is required, as occasional evening and weekend hours may be necessary based on department needs.

Remote Eligible: This position is not eligible for remote work

Reporting to the Chief Human Resources Officer, the Director of Compensation provides strategic and operational leadership for Tarrant County College’s compensation programs. The Director leads the design, administration, evaluation, and continuous improvement of compensation strategies and practices that support the College’s workforce needs, internal equity, market competitiveness, fiscal stewardship, regulatory compliance, and commitment to service excellence.

The Director serves as the College’s subject matter expert and strategic advisor on compensation matters, translating market data, institutional needs, policy requirements, and compensation best practices into practical and sustainable recommendations. This position is responsible for ensuring compensation programs and processes are consistently administered, well documented, data informed, and aligned with the College’s organizational priorities.

• Support the Chief Human Resources Officer in developing, recommending, and implementing compensation and human resources strategies that advance the College’s priorities.
• Provide strategic and operational leadership for the College’s compensation programs, practices, processes, and related services.
• Lead compensation review initiatives, including project design, resource planning, market analysis, survey participation, salary structure analysis, financial modeling, budget recommendations, implementation planning, and employee and leadership communications.
• Conduct and oversee benchmarking, and internal equity analyses to evaluate the competitiveness, consistency, and sustainability of compensation practices.
• Develop compensation design principles, model alternatives, analyze employee and financial impacts, and recommend appropriate implementation and transition strategies.
• Maintain and continuously evaluate the College’s job and salary infrastructure, including job classifications, salary structures, pay grades, job documentation, and related compensation records.
• Oversee the review and evaluation of new and existing positions to determine appropriate classification, FLSA status, market alignment, and placement within the College’s compensation structure.
• Establish and maintain consistent compensation methodologies, documentation standards, operating procedures, controls, and approval processes.
• Monitor compensation trends, workforce needs, legislative and regulatory developments, and emerging practices to identify risks and opportunities and recommend appropriate changes.
• Ensure compliance with the Fair Labor Standards Act (FLSA), applicable federal and state requirements, College policies, and established compensation practices.

• Consult with leaders regarding compensation matters, including hiring salaries, promotions, reclassifications, retention strategies, one-time payments, stipends, supplemental compensation, off-cycle adjustments, and other targeted compensation solutions.
• Evaluate compensation requests for consistency with established structures, internal equity, market considerations, policy, precedent, and available resources.
• Present compensation analyses,…