Temporary Senior Compensation Associate

The Crown Is Yours

At DraftKings, AI is becoming an integral part of both our present and future, powering how work gets done today, guiding smarter decisions, and sparking bold ideas. It's transforming how we enhance customer experiences, streamline operations, and unlock new possibilities. Our teams are energized by innovation and readily embrace emerging technology. We're not waiting for the future to arrive. We're shaping it, one bold step at a time. To those who see AI as a driver of progress, come build the future together.

As a Compensation Senior Associate, you'll play a key role in supporting the administration and execution of our annual compensation cycle. In this temporary role, you'll partner closely with the Compensation team, Human Resources Business Partners, and business stakeholders to help ensure a smooth, accurate, and efficient compensation planning process. You'll support data validation, reporting, system administration, stakeholder inquiries, and process coordination while helping maintain the integrity of compensation programs and practices.

What You'll Do As A Compensation Senior Associate

• Support the administration and execution of compensation programs, including merit and promotions cycles.
• Assist with compensation planning activities by validating data, auditing recommendations, and ensuring accuracy throughout the compensation process.
• Provide operational support to Human Resources Business Partners, managers, and stakeholders by responding to compensation-related questions and helping resolve issues during compensation cycles.
• Prepare and maintain compensation reports, dashboards, and analysis to support planning, tracking, and decision-making.
• Support compensation system administration activities within Workday, including testing, troubleshooting, and process validation.
• Coordinate compensation communications, documentation, and process materials to support a consistent employee and manager experience.
• Partner with the People Technology Team and Compensation team to identify process improvements and support system enhancements.
• Ensure compensation data is handled with a high degree of accuracy, confidentiality, and attention to detail.

What You'll Bring

• A Bachelor's Degree in Business, Finance, Human Resources, or a related field.
• At least 3 years of experience in compensation, total rewards, human resources analytics, or a related function.
• Experience supporting market pricing, job evaluations, and compensation planning activities.
• Advanced Microsoft Excel skills and experience working with Human Resources Information Systems; experience with Workday is preferred.
• Strong analytical skills with the ability to interpret data and translate findings into clear recommendations.
• Effective written and verbal communication skills, with the ability to collaborate across teams and present information to stakeholders.
• Strong attention to detail, organizational skills, and the ability to manage multiple priorities in a fast-paced environment.
• A proactive mindset, intellectual curiosity, and a willingness to continuously improve processes and programs.

We're a publicly traded (NASDAQ: DKNG) technology company headquartered in Boston. As a regulated gaming company, you may be required to obtain a gaming license issued by the appropriate state agency as a condition of employment. Don't worry, we'll guide you through the process if this is relevant to your role.

The US base salary range for this full-time position is 90,200.00 USD - 112,800.00 USD, plus bonus, equity, and benefits as applicable. Our ranges are determined by role, level, and location. The compensation information displayed on each job posting reflects the range for new hire pay rates for the position across all US locations. Within the range, individual pay is determined by work location and additional factors, including job-related skills, experience, and relevant education or training. Your recruiter can share more about the specific pay range and how that was determined during the hiring process. It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.