Senior Compensation Analyst

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

Weekly Work Hours

40

Compensation Range

Staff Range N07

Salary Minimum

$77,200.00 Annually

FLSA

United States of America (Exempt)

Position Type

Staff

The Senior Compensation Analyst serves as a subject-matter expert responsible for the design, analysis, and governance of Dallas College’s compensation programs. This role provides strategic, data-driven consultation on job architecture, market competitiveness, internal equity, and pay practices, ensuring alignment with institutional goals, regulatory requirements, and labor market conditions. The Senior Compensation Analyst exercises significant professional judgment in making independent analytical recommendations that inform leadership decisions and materially influence institutional compensation practices. Work is performed with considerable latitude and reviewed at key milestones for alignment with Total Rewards strategy and governance standards.

Essential Duties & Responsibilities

• Serve as a lead compensation subject-matter expert, providing advanced analysis and consultative guidance on compensation strategy, job architecture, and pay decisions.

• Lead complex market pricing, benchmarking, and trend analysis using multiple survey sources and translate findings into actionable recommendations.

• Design, evaluate, and maintain salary structures and compensation frameworks that balance competitiveness, equity, and fiscal responsibility.

• Conduct advanced job evaluations and classification analyses, including independent FLSA determinations.

• Assess internal pay equity and external competitiveness for staffing actions and formulate defensible recommendations.

• Identify, assess, and proactively escalate compensation-related risks with recommended mitigation strategies.

• Provide expert interpretation of compensation policies, legislation, and regulatory requirements.

• Develop executive-ready reports, dashboards, and presentations.

• Lead internal and external salary surveys, participation and validation.

• Partner with HRIS leaders to enhance systems, data integrity, automation, and reporting.

• Provide analytic leadership for annual compensation cycles.

• Serve as an escalation point for complex compensation inquiries.

• Maintain audit-ready documentation and governance standards.

• Complete required Dallas College Professional Development training hours per academic year (minimum 19 hours; additional 16 hours for people leaders).

• Regular, reliable, and punctual attendance is an essential function of the job.

• Perform other duties not listed as assigned.

• If physical presence is required for the role:

This position requires regular on-site presence to fulfill essential duties that cannot be performed remotely. Duties must be executed in-person to ensure effective collaboration, supervision, and service delivery, in accordance with Texas SB 2615.

If physical presence is not essential:

This position may be eligible for remote work only under conditions permitted by Texas SB 2615, including temporary illness, disability accommodations, or assignment to approved remote instruction.

Minimum and Preferred – Education, Experience, and/or Certifications

Minimum Requirements for Position (necessary or mandatory)

• Bachelor’s degree in HR, Business, Finance, Economics, Statistics, or related field.

• Five (5) years of progressive professional level experience in compensation, independent analysis and consultative responsibility, and/or job analysis/evaluation. (e.g. job descriptions, market analysis/salary surveys, salary analysis, equity/promotion reviews, organizational design, salary structure design).

• Official Transcripts required.

• Valid driver's license and good driving record.

• Experience with compensation software and data analytics tools such as Excel, SQL Server, Culpepper, CompAnalyst, etc.

• Experience in supporting new and existing enhancements of HR systems, including system interfaces, data design and mapping, system, user acceptance testing (UAT), communication and training plans.

• Strong familiarity of the dependencies and relationships between HR Enterprise Resource Planning (ERP) modules, integration points with non-HRMS modules, and third-party systems.

• Bilingual or multilingual preferred.

Other Preferred Qualifications for Role (not mandatory, but advantageous)

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