Compensation Analyst

About this role

Applications must be submitted no later than 11:59 p.m. CT on the day before the listed closing date.

Weekly Work Hours 40 Compensation Range Staff Range N06 Salary Minimum $66,900.00 Annually FLSA United States of America (Exempt) Work Location • 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 an on-campus presence, even when teaching online courses, in accordance with state law.

Position Type Staff Position Summary The Compensation Analyst plays a vital role in shaping Dallas College’s compensation strategy by delivering data-driven insights, conducting job evaluations, developing and maintaining salary structures, and supporting equitable pay decisions. This role partners with HR Business Partners and other stakeholders to ensure pay practices align with compliance, competitiveness, and equity. The analyst must possess advanced analytical capabilities, strong communication skills, systems fluency, and a commitment to continuous learning. Work is performed with moderate latitude and is subject to administrative review and approval of the Assistant Director of Total Rewards.

Required Knowledge, Skills, and Abilities • 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 and efficient 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 human resource laws, regulations, and best practices.

• Excellent written and verbal communication skills; excellent organizational and time management skills.

Other Preferred Qualifications for Role (not mandatory, but advantageous) Knowledge, Skills, and Abilities Preferred

Key Responsibilities • Conduct market pricing and benchmarking using CUPA-HR, Culpepper, Willis Towers Watson, CompAnalyst, and other relevant sources.

• Analyze compensation data and trends to guide salary structure design, promotions, and equity adjustments.

• Conduct job evaluations, prepare position classifications, and recommend classification actions.

• Evaluate internal equity and external competitiveness for new hire offers and reclassifications.

• Prepare and maintain job descriptions and salary grade assignments.

• Review and interpret compensation-related policies and legislation (e.g., FLSA, pay equity).

• Perform internal and external salary survey submissions and analyses, complete external salary survey requests.

• Partner with HRIS to maintain data integrity and process automation.

• Develop and maintain documentation for compensation processes and participate in system testing and enhancements.

• Create dashboards, visuals, and presentations to communicate insights to HR and business leaders.

• Support annual compensation cycles, including merit reviews and off-cycle adjustments.

• Provide recommendations to Senior Director of Total Rewards concerning policies, procedures, and process improvements.

• Build robust data models, reports, and identify siloed data sources while enforcing data integrity.

• Serve as point of contact for data-related issues, ensuring data quality and completeness.

• Assess jobs and their respective duties to determine classification as exempt or nonexempt and appropriate salary range.

• Benchmark jobs against survey data and other market intelligence to determine competitive compensation ranges for each position.

• Plan and communicate preferred methods and best practices for compensating employees using across-the-board increases, merit, pay for performance, or incentive-based programs.

• 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

Physical Requirements Normal physical job functions performed within a standard office environment. Reasonable accommodation(s) may be made to individuals with physical challenges to perform the essential duties and responsibilities.

Minimum Requirements for Position (ne

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