Associate Deputy Chief, Total Rewards

The Chronicle Of Higher Education, Inc.; Dallas (TX); On-site; USD 180,000 - 260,000; Full time

Job summary

The Chronicle Of Higher Education, Inc. is seeking an Associate Deputy Chief of Total Rewards to architect compensation programs, including executive pay, and to lead governance and analytics for competitive, compliant total rewards across the organization.

This executive role collaborates with CHRO, finance, and legal teams to drive fair, market-competitive pay while managing risk and supporting workforce strategy in a Dallas on-site environment.

Qualifications

• Bachelor's degree in HR or related field; Master’s preferred.
• CCP and/or SPHR certifications are a plus.
• 15+ years in compensation/total rewards with executive leadership experience.

Responsibilities

• Lead strategy, design, and execution of general and executive compensation programs.
• Ensure market-competitive, internally equitable, legally compliant structures.
• Oversee executive compensation plans and governance with senior leadership and Board input.
• Drive merit and incentive programs aligned with institutional goals.
• Present insights and recommendations to CHRO, executives, and Board.

Skills

Total Rewards strategy

Executive compensation

Compensation analytics

Regulatory compliance

HR leadership

Strategic communication

Education

Bachelor's degree in HR/Business or Finance

CCP or SPHR preferred

Tools

Workday

ServiceNow

Job description

Associate Deputy Chief, Total Rewards

• Higher Education
• Dallas, Texas
• Full Time

Job Title: Associate Deputy Chief, Total Rewards

Location: Dallas, TX (On-site); Reports to: Chief Human Resources Officer

Position Summary

We are seeking a strategic and results‑driven Associate Deputy Chief of Total Rewards to lead the design, implementation, and administration of comprehensive compensation programs, including general compensation, executive compensation, and incentive‑based pay structures. This executive leadership role ensures that total rewards strategies are competitive, fiscally responsible, compliant, and aligned with the institution's long‑term goals. The Associate Deputy Chief will provide strategic direction for executive compensation plans, salary structures, annual merit processes, incentive pay programs, and other total rewards initiatives that support the organization's strategic goals and workforce needs.

This leader will play a pivotal role in shaping the institution's compensation philosophy and ensuring that total rewards programs drive employee engagement, retention, and organizational excellence. Working closely with senior leadership, HR, and finance teams, the Associate Deputy Chief will oversee competitive and equitable compensation practices that position the organization as an employer of choice, ensuring that compensation strategies effectively attract, retain, and reward top talent across the organization.

Key Responsibilities

• Lead the strategy, design, and execution of general compensation, executive compensation, and incentive‑based pay programs.
• Ensure market‑competitive, internally equitable, and legally compliant compensation structures at all levels.
• Develop and oversee executive compensation plans, ensuring compliance with regulatory and governance requirements.
• Drive annual merit, pay‑for‑performance, and incentive compensation strategies in alignment with institutional goals.
• Conduct executive‑level compensation benchmarking and analysis, ensuring the institution remains competitive in higher education and the broader market.
• Ensure compliance with all federal, state, and local regulations regarding compensation, including FLSA, DOL, and IRS guidelines.
• Partner with legal, finance, and board representatives to ensure governance and risk management in compensation programs.
• Establish total rewards policies, governance frameworks, and compensation guidelines to maintain consistency and fairness.
• Serve as a trusted advisor to the CHRO, executive leadership team, and Board of Trustees on compensation and incentive programs.
• Lead compensation review and analysis for executive roles and provide recommendations for senior leadership pay adjustments.
• Present compensation program insights, trends, and recommendations to senior executives, Board committees, and governance bodies.
• Build and lead a high‑performing Total Rewards team, fostering expertise in compensation strategy, executive pay, and incentive structures.
• Oversee HR technology platforms, (Workday, ServiceNow) for compensation planning and analytics, ensuring seamless integration with HR operations.
• Utilize data analytics and compensation modeling to inform strategic workforce planning and decision‑making.

Required Knowledge, Skills, and Abilities

• Proven expertise in designing and executing comprehensive total rewards strategies that align with enterprise‑wide objectives and drive organizational performance.
• Deep knowledge of executive pay structures, incentive plans, market benchmarking, and regulatory requirements to ensure compliance and competitive positioning.
• Strategic experience in developing and optimizing short‑ and long‑term incentive programs that align with business goals and reward performance.
• Advanced understanding of FLSA, DOL, IRS, and other compensation‑related regulations to mitigate risk and ensure adherence to legal and fiduciary responsibilities.
• Mastery in compensation analytics, financial modeling, and predictive workforce trends to inform executive leadership on compensation‑related decisions.
• Proficiency in HRIS platforms, compensation planning tools, and automation strategies to enhance efficiency and scalability in total rewards administration.
• Strong executive presence and ability to engage with senior leadership, finance, legal, and HR teams to drive strategic compensation initiatives.
• Leadership in executing large‑scale total rewards initiatives in complex, matrixed environments to enhance organizational agility and talent retention.
• Ability to translate complex compensation structures into clear, strategic narratives that resonate with boards, executives, and key stakeholders.
• Expertise in developing compensation governance frameworks, audit controls, and ongoing evaluation methodologies to ensure sustainability and effectiveness.
• Demonstrates executive‑level thought leadership in total rewards, aligning programs with the institution's mission, culture, and long‑term workforce planning.
• Builds strong relationships with the board, executive leadership, and key stakeholders to drive alignment and execution of compensation strategies.
• Deep understanding of financial modeling, budget planning, and cost‑benefit analysis to balance competitive pay practices with fiscal responsibility while ensuring alignment with organizational goals.
• Maintains the highest standards of integrity and compliance in compensation administration, ensuring pay equity, transparency, and adherence to regulatory standards while mitigating financial and reputational risks.
• Leverages advanced compensation analytics, benchmarking, and predictive workforce trends to inform executive leadership and drive data‑backed decision‑making.
• Continuously evaluates emerging compensation trends, industry best practices, and technological advancements to enhance total rewards programs.
• Navigates nuanced compensation challenges with strategic, evidence‑based solutions that drive organizational impact and workforce satisfaction.
• Implements scalable compensation frameworks that improve efficiency, streamline operations, and enhance the employee experience.
• Leads with adaptability in response to evolving workforce needs, regulatory changes, and market fluctuations while fostering a culture of continuous improvement.
• Ensures compensation programs align with talent management initiatives, supporting both recruitment and retention of top‑tier talent, while reinforcing a high‑performance culture.

Minimum Qualifications

• Bachelor's degree in Human Resources, Business Administration, Finance, or a related field (Master's preferred).
• Certified Compensation Professional (CCP) and/or Senior Professional in Human Resources (SPHR) preferred.
• 15+ years of progressive leadership experience in compensation and total rewards, with at least 7 years in an executive leadership role.
• Deep expertise in executive compensation, incentive pay design, and compensation governance.
• Strong financial acumen, experience with compensation budget planning, and data‑driven decision‑making.
• Experience presenting to executive leadership and governing boards on compensation strategy.
• Proficiency in HR technology systems (Workday, ServiceNow, or similar platforms).

Physical Requirements

Normal physical job functions performed within a standard office environment. Reasonable accommodations may be made to individuals with physical challenges to perform the essential duties and responsibilities.

Note: This position is subject to a criminal background check. Some positions may also require a fingerprint check.