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 escalates 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). Perform other duties not listed as assigned. Regular, reliable, and punctual attendance is an essential function of the job. Required on‑site presence for the role. The 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 remote work is not essential, the 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: 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 with dependencies and relationships between HR Enterprise Resource Planning (ERP) modules, integration points with non‑HRMS modules, and third‑party systems. Bonus: Bilingual or multilingual. Bonus: Society of Human Resource Management (SHRM) Certification; Certified Compensation Professional (CCP). Bonus: Public sector or higher education experience; pay equity and regression analysis experience. Knowledge, Skills, and Abilities Required Knowledge of principles, practices, methods, and resources used in the design, implementation, and maintenance of organizational compensation structures. Knowledge of classification studies, job analyses, audits, and identification of pertinent job‑related knowledge, skills, and abilities. Knowledge of federal, state, and local laws and ordinances governing classification and compensation. Ability to exercise judgment and discretion in establishing, applying, and interpreting office policies and procedures. Ability to effectively and efficiently utilize Microsoft Office tools (Excel, Word) and data visualization tools (Power BI, etc.). Ability to use initiative and creative problem‑solving methods. Ability to gather, correlate, and analyze facts and devise solutions. Ability to prepare clear, concise, and comprehensive reports and presentations. Ability to establish project timelines, meet objectives, and communicate status updates. Ability to work on multiple projects in a fast‑paced environment while ensuring effective use of time. Ability to establish and maintain effective working relationships with all levels of management and employees. Ability to adapt to changes in work environment, priorities, and organizational needs. Extensive knowledge of quantitative and qualitative research methods and HR laws, regulations, and best practices. Excellent written and verbal communication skills; excellent organizational and time management skills. Competencies Strategic Thinking Judgment and Integrity Analytical Excellence Consultative Influence Data Governance and Stewardship Adaptability Work Condition Environment / Physical Requirements Normal physical job functions performed within a standard office environment. Reasonable accommodations may be made for individuals with physical challenges to perform the essential duties and responsibilities. Physical requirements can vary depending on position. *** Will be subject to a criminal background check. Some positions may be subject to a fingerprint check. *** #J-18808-Ljbffr C001 Dallas College