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 - 115,500.00;Commensurate with education and experience

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

Remote Eligible: This position is not eligible for remotework

Job Summary

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.

Primary Duties and Responsibilities

Compensation Strategy and Administration

• 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.

Consultation and Strategic Partnership

• 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, recommendations, risks, and alternatives in a manner that enables informed leadership decision-making.
• Partner with Finance and other College departments, as appropriate, to evaluate the financial impact of compensation recommendations and support effective workforce planning.
• Interpret and communicate College policies, procedures, compensation practices, and regulatory requirements to internal and external stakeholders.
• Respond to compensation, policy, procedure, program, and compliance inquiries in a timely, accurate, consistent, and service-oriented manner.

Data, Analytics, and Continuous Improvement

• Develop and maintain compensation data, reports, dashboards, and analyses that support workforce planning and leadership decision-making.
• Establish appropriate quality-control processes to promote the accuracy and integrity of compensation data, calculations, recommendations, and transactions.
• Maintain current standard operating procedures, documentation, and other resources necessary to support consistent compensation administration and organizational continuity.
• Support compensation-related system implementation, configuration, testing, data validation, and process redesign associated with HR technology and enterprise system initiatives.

People Leadership

• Lead, supervise, evaluate, coach, and develop professional and administrative staff responsible for compensation administration, analysis, and related services.
• Establish clear performance expectations, priorities, service standards, and accountability for assigned staff.
• Promote a collaborative, responsive, solutions-oriented team culture focused on accuracy, timeliness, professional judgment, continuous improvement, and exceptional customer service.
• Develop team capability and technical expertise through coaching, cross-training, knowledge sharing, and professional development.

Service Excellence

• Maintain regular and punctual attendance and follow an established work schedule to meet operational needs.
• Complete required training and professional development sponsored by Tarrant County College.
• Support and model the mission, values, goals, and principles of the College.

Reporting Relationship

Works under the general supervision of the Chief Human Resources Officer.

*Performs Other Related Tasks as Required

The duties listed are intended only as illustrations of the various types of work that may be performed. The omission of specific statements of duties does not exclude them from the position if the work is similar, related or a logical assignment to the position. The job description does not constitute an employment agreement between the employer and employee and is subject to change by the employer as the needs of the employer and requirements of the job change.

Required Minimum Qualifications

• Bachelor’s degree
• Five (5) years of progressively responsible experience in compensation administration.
• Three (3) years of supervisory experience, including responsibility for managing and evaluating employee performance.

Preferred Qualifications

• Master’s degree in Accounting, Higher Education Administration, Public Administration, Human Resources, or a related field.
• Professional compensation certification.

Knowledge, Skills and Abilities

• Strong analytical and critical-thinking skills, with the ability to evaluate complex information and recommend sound, policy-aligned solutions.
• Demonstrated ability to analyze compensation data, interpret regulations and procedures, and communicate recommendations clearly to varied audiences.
• Ability to manage multiple priorities, frequent interruptions, and changing work demands in a fast-paced environment.
• Ability to work independently and adjust work hours, including evenings, weekends, or holidays, when operational needs require.
• Intermediate proficiency with Microsoft Word, Excel, Outlook, and PowerPoint.
• Effective written and verbal communication skills, including the ability to present complex information in a clear and accessible manner.
• Ability to build collaborative relationships and provide responsive, customer-focused service.
• Strong organization, planning, and prioritization skills for managing personal work, team assignments, and data-driven deliverables.
• Skill in interpreting, developing, implementing, and training others on policies, procedures, and compensation-related practices.
• Sound judgment, discretion, adaptability, and creativity in responding to changing needs and sensitive situations.
• Ability to travel to College locations for meetings, training, consultation, and problem resolution.

Physical Demands and Work Environment

Physical Demands

The physical demands described here are representatives of those that must be met by an employee to successfully perform the essential functions of this job. While performing the duties of this job, the employee is frequently required to sit; use hands to finger, handle, or feel objects, tools, or controls; reach with hands and arms; and talk or hear. The employee is occasionally required to stand, walk, and climb or balance. The employee must occasionally lift and/or move up to 10 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception, and the ability to adjust focus.

Work Environment

The work environment characteristics described here are representatives of those an employee encounters while performing the essential functions of this job. While performing the duties of this job, the employee occasionally works near moving mechanical parts and is occasionally exposed to risk of electrical shock. The noise level in the work environment is usually quiet.

Accommodation/EEO Statement

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential duties and responsibilities.