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Deputy Chief Of Program Strategy Jobs (NOW HIRING)

City of New York

Chief of Staff

Manhattan, NY · Hybrid

... strategic initiatives; supervises the Deputy Chief of Staff; and works closely with City Hall ... programs. - Oversee special projects requiring executive leadership and coordination. External ...

City of New York

Chief of Staff

Manhattan, NY · Hybrid

... strategic initiatives; supervises the Deputy Chief of Staff; and works closely with City Hall ... programs. - Oversee special projects requiring executive leadership and coordination. External ...

City of New York

Chief of Staff

Manhattan, NY · Hybrid

... strategic initiatives; supervises the Deputy Chief of Staff; and works closely with City Hall ... programs. - Oversee special projects requiring executive leadership and coordination. External ...

City of Boston

Chief of Staff

Boston, MA · On-site

Strategic Thinking and Planning * Leads various strategic initiatives, including the Cabinet ... Creates accountability structures to ensure each program or initiative of the cabinet is working ...

Visa Hunt

Deputy Chief of Staff

San Francisco, CA · On-site

$150K - $185K/yr

Deputy Chief of Staff You'll be the person who makes sure everything runs, and increasingly, the person others go to when they need something to happen. Firecrawl's People & Operations function ...

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Deputy Chief Of Program Strategy information

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$56.5K

$117.5K

$153.5K

How much do deputy chief of program strategy jobs pay per year?

As of Sep 11, 2026, the average yearly pay for deputy chief of program strategy in the United States is $117,450.00, according to ZipRecruiter salary data. Most workers in this role earn between $116,500.00 and $116,500.00 per year, depending on experience, location, and employer.

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Infographic showing various Deputy Chief Of Program Strategy job openings in the United States as of August 2026, with employment types broken down into 1% As Needed, 79% Full Time, 16% Part Time, and 4% Contract. Highlights an 95% Physical, 1% Hybrid, and 4% Remote job distribution, with an average salary of $117,450 per year, or $56.5 per hour.

Associate Deputy Chief of Total Rewards

Dallas, TX • On-site

Dallas College
See more jobs at Dallas Collegeexternal

$133K/yr

Full-time

Re-posted 4 days ago

Dallas College rating

8.4

Company rating: 8.4 out of 10

Based on 25 frontline employees who took The Breakroom Quiz

Job description

All Job Postings will close at 12:01 a.m. CT on the specified Closing Date.
Weekly Work Hours
40
Compensation Range
Administrator Range E10
Salary Minimum
$133,800.00 Annually
FLSA
United States of America (Exempt)
Position Type
Administrator
Dallas College is seeking a strategic, results-driven Total Rewards leader to serve as Associate Deputy Chief, Total Rewards. This executive leadership role will lead the design, implementation, and administration of comprehensive compensation programs, including general compensation, executive compensation, salary structures, annual merit processes, incentive-based pay programs, and related total rewards initiatives.
This is an opportunity to help shape Dallas College's compensation philosophy and strengthen programs that support employee engagement, retention, organizational excellence, and long-term workforce needs. Working closely with senior leadership, HR, finance, legal, and governance stakeholders, the Associate Deputy Chief will help ensure compensation strategies are competitive, fiscally responsible, compliant, internally equitable, and aligned with institutional goals.
The successful candidate will bring executive presence, deep compensation expertise, strong financial acumen, and the ability to translate complex compensation structures into clear, strategic recommendations that support informed decision-making across the organization.
Why This Role Matters
Compensation strategy is central to Dallas College's ability to attract, retain, and reward the talent needed to serve students, employees, and communities. The Associate Deputy Chief, Total Rewards will play a pivotal role in strengthening the institution's total rewards approach while supporting fairness, transparency, fiscal stewardship, and organizational effectiveness.
As Dallas College advances its commitment to becoming a Best Place to Work, the Associate Deputy Chief, Total Rewards will play a critical leadership role in shaping the employee experience through competitive compensation strategies, equitable pay practices, meaningful recognition, and innovative total rewards programs. This leader will help ensure Dallas College attracts, retains, develops, and rewards the talented employees who power our mission, while supporting a culture of engagement, accountability, career growth, and organizational excellence.
This leader will help Dallas College:
  • Design and execute compensation strategies aligned with enterprise-wide objectives and institutional priorities.
  • Strengthen market-competitive and internally equitable compensation practices across the organization.
  • Advance governance, compliance, and risk management for compensation programs.
  • Use compensation analytics, benchmarking, and financial modeling to support strategic workforce planning.
  • Support recruitment and retention of top-tier talent through thoughtful and scalable total rewards programs.
  • Enhance the employee experience through efficient, transparent, and well-governed compensation processes.
  • Advance Dallas College's Best Place to Work strategy by designing total rewards programs that strengthen employee engagement, recognition, retention, career growth, and the overall employee experience.

Key Responsibilities
Compensation Strategy & Program Leadership
  • Lead the strategy, design, and execution of general compensation, executive compensation, and incentive-based pay programs.
  • Provide strategic direction for salary structures, annual merit processes, incentive pay programs, and other total rewards initiatives.
  • Develop and optimize short- and long-term incentive programs that align with institutional goals and reward performance.
  • Continuously evaluate emerging compensation trends, industry best practices, and technology advancements to enhance total rewards programs.

Governance, Compliance & Risk Management
  • Ensure market-competitive, internally equitable, fiscally responsible, and legally compliant compensation structures at all levels.
  • Develop and oversee executive compensation plans, ensuring alignment with regulatory and governance requirements.
  • Ensure compliance with federal, state, and local compensation regulations, including FLSA, DOL, and IRS guidelines.
  • Establish compensation governance frameworks, audit controls, policies, and evaluation methodologies to maintain consistency, sustainability, and fairness.
  • Partner with legal, finance, and board representatives to support governance and risk management in compensation programs.

Executive Advisory & Stakeholder Engagement
  • Serve as a trusted advisor to the CHRO, executive leadership team, and Board of Trustees on compensation and incentive programs.
  • Present compensation program insights, trends, and recommendations to senior executives, Board committees, and governance bodies.
  • Build strong relationships with senior leadership, finance, legal, HR teams, the Board, and key stakeholders to drive alignment and execution.
  • Translate complex compensation structures and data into clear, strategic narratives that resonate with executive and governance audiences.

Analytics, Systems & Operational Excellence
  • Conduct executive-level compensation benchmarking and analysis to support competitive positioning in higher education and the broader market.
  • Leverage compensation analytics, predictive workforce trends, financial modeling, budget planning, and cost-benefit analysis to inform executive leadership.
  • Oversee HR technology platforms, including systems such as Workday and ServiceNow, for compensation planning and analytics.
  • Implement scalable compensation frameworks that improve efficiency, streamline operations, and enhance the employee experience.

Team Leadership
  • Build and lead a high-performing Total Rewards team with expertise in compensation strategy, executive pay, and incentive structures.
  • Lead with adaptability in response to evolving workforce needs, regulatory changes, and market fluctuations while fostering continuous improvement.

Required Qualifications
  • Bachelor's degree in Human Resources, Business Administration, Finance, or a related field; master's degree 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, compensation governance, market benchmarking, and regulatory requirements.
  • 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 such as Workday, ServiceNow, or similar platforms.
  • Must be able to successfully complete required background check processes.

Work Condition Environment / 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.
Work Location Information
  • 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 on-campus presence, even when teaching online courses, in accordance with state law.

Ideal Candidate Profile
  • A strategic total rewards expert who can balance competitive pay practices with fiscal responsibility and organizational goals.
  • An executive advisor who can engage senior leaders, governance bodies, finance, legal, and HR partners with credibility and clarity.
  • A data-informed leader who can use analytics, benchmarking, predictive trends, and financial modeling to support compensation-related decisions.
  • A collaborative change leader with experience executing large-scale compensation or total rewards initiatives in complex, matrixed environments.
  • A governance-minded professional who maintains high standards of integrity, transparency, compliance, and pay equity.
  • A systems-oriented leader who can improve compensation planning, automation, and administrative scalability while enhancing the employee experience.

About Dallas College
Since 1965, Dallas College, formerly Dallas County Community College District, has served more than three million students. With seven campuses across the Dallas/Fort Worth area, Dallas College is one of the largest community college systems in Texas and is committed to placing students at the center of everything it does.
Dallas College is committed to cultivating an environment of opportunity and belonging for students and employees. The institution recognizes that its workforce and the talent within it are directly linked to its success.
Join Us
This role represents an opportunity to influence compensation strategy at an institutional level while supporting the people, practices, and systems that help Dallas College attract, retain, and reward talent. If you are a strategic Total Rewards leader with executive compensation expertise, strong governance orientation, and a commitment to organizational excellence, we encourage you to apply.
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