Compensation Analyst

dallascollege; United States; On-site; USD 60,000 - 74,000; Full time

Job summary

Dallas College is seeking a Compensation Analyst to shape its pay strategy through data-driven insights, job evaluations, and salary structure maintenance. You will partner with HR Business Partners to ensure pay practices meet compliance, competitiveness, and equity.

The role requires advanced analytics, strong communication, and system fluency, with the ability to manage multiple projects in a fast-paced environment.

Qualifications

• Knowledge of compensation design, job analyses, and equity practices.
• Familiarity with FLSA, pay equity, and related laws.
• Ability to analyze data and prepare concise reports.
• Proficiency in Excel and Power BI for dashboards and modeling.

Responsibilities

• Conduct market pricing and benchmarking using relevant sources.
• Analyze compensation data to guide salary structure design and equity adjustments.
• Perform job evaluations and prepare position classifications.
• Evaluate internal equity and external competitiveness for offers and reclassifications.
• Create and maintain job descriptions and salary grade assignments.
• Support policy interpretation and compliance with compensation-related laws.

Skills

Compensation design

Job analysis

FLSA/pay equity knowledge

Data visualization

Microsoft Excel

Power BI

Communication skills

Project management

Policy interpretation

Tools

Excel

Power BI

Word

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, 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,