Compensation Analyst

The Chronicle Of Higher Education, Inc.; Dallas (TX); On-site; USD 60,000 - 74,000; Full time

Job summary

Dallas College seeks a Compensation Analyst to shape pay practices by conducting market pricing, job evaluations, and salary structure design. The role partners with HR and leadership to ensure compliance, competitiveness, and equity across campus roles.

The ideal candidate will transform data into actionable insights, develop dashboards, and support annual compensation cycles, with a strong emphasis on data integrity and policy compliance.

Qualifications

• Bachelor's degree; or three (3) years of professional level experience in compensation and job analysis/evaluation.
• 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, Comp Analyst.
• Experience with HR systems, data design, and testing.

Responsibilities

• Conduct market pricing and benchmarking using CUPA-HR, Culpepper, Willis Towers Watson, Comp Analyst, and other sources.
• Analyze compensation data and trends to design salary structures and equity adjustments.
• Prepare and maintain job descriptions and salary grade assignments.
• Evaluate internal equity and external competitiveness for offers and reclassifications.
• Create dashboards, visuals, and presentations to communicate insights to HR and leaders.

Skills

Excel

Power BI

Data analysis

Communication

Problem solving

Education

Bachelor's degree

Tools

Culpepper

Comp Analyst

SQL Server

HRIS

Job description

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, Comp Analyst, 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 (necessary or mandatory)

• Bachelor's degree; or
• Three (3) years of professional level experience in compensation and 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, Comp Analyst, 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.

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

• Society of Human Resource Management (SHRM) Certification is a plus.
• Certified Compensation Professional (CCP) is a plus.
• Bilingual or multilingual preferred.

*** Will be subject to a criminal background check. Some positions may be subject to a fingerprint check. ***

The intent of this job description is to provide a representative summary of the major duties and responsibilities performed by incumbents of this job and shall not be construed as a declaration of the total of the specific duties and responsibilities of any particular position. Incumbents may be directed to perform job-related tasks other than those specifically presented in this description. Position requires regular and predictable attendance.

About Us

Since 1965, Dallas College, formerly Dallas County Community College District, has served more than three (3) million students. Comprising seven campuses located around the Dallas/Fort Worth area, we are one of the largest community college systems in the state of Texas. We strive to be a leader in the community college space, placing students at the center of everything we do.

Dallas College is committed to cultivating an environment of opportunity and belonging for all students and employees. We recognize that the Dallas College workforce, and the diverse talent that stems from it, is directly linked to our success. We are part of an equal opportunity system that provides education and employment opportunities without discrimination on the basis of any protected attribute, including race, color, religion, national origin, sex, disability, age, sexual orientation, gender identity or gender expression, veteran status, pregnancy or any other basis protected under applicable law. In accordance with applicable law, Dallas College will make reasonable accommodations for applicants and employees’ religious practices and beliefs, as well as any mental health or physical disability needs.

Applications Deadline

August 24, 2026