Compensation Analyst

Dallas College•Dallas, TX

5d•$66,900•Onsite

About The Position

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.

Requirements

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.
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, 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 of the dependencies and relationships between HR Enterprise Resource Planning (ERP) modules, integration points with non-HRMS modules, and third-party systems.

Nice To Haves

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

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.