What are the responsibilities and job description for the Compensation Operations Manager position at DraftKings Inc.?
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.
The Crown Is Yours
As a Compensation Operations Manager, you’ll lead the execution and optimization of key compensation programs supporting a growing global workforce. In this role, you’ll drive operational excellence across compensation cycles, governance, reporting, and systems optimization while improving scalability, automation, and the manager and employee experience. Reporting to the Director, Compensation, you’ll play a critical role in building scalable compensation infrastructure that supports a fast-moving, high-growth global organization.
What You’ll Do As The Compensation Operations Manager
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 131,200.00 USD - 164,000.00 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.
The Crown Is Yours
As a Compensation Operations Manager, you’ll lead the execution and optimization of key compensation programs supporting a growing global workforce. In this role, you’ll drive operational excellence across compensation cycles, governance, reporting, and systems optimization while improving scalability, automation, and the manager and employee experience. Reporting to the Director, Compensation, you’ll play a critical role in building scalable compensation infrastructure that supports a fast-moving, high-growth global organization.
What You’ll Do As The Compensation Operations Manager
- Lead the execution of compensation programs, including annual merit and equity cycles, midyear adjustments, step progression programs, incentive and bonus cycles, and cross-functional coordination related to equity administration processes across a global workforce.
- Develop and manage project plans, governance processes, stakeholder communications, and operational documentation to ensure accurate, scalable, and timely program delivery.
- Identify opportunities to improve efficiency, strengthen controls, enhance reporting, and streamline compensation processes through automation and operational optimization.
- Own compensation controls and audit readiness processes, including SOX-related documentation, data validation, compliance, and governance across multi-state and international operations.
- Develop scalable manager guidance, operational resources, and process documentation that improve manager effectiveness and support consistent compensation decision-making.
- Partner cross-functionally with Finance, Legal, Payroll, Human Resources, People Technology, and People Analytics teams to support compensation reporting, approvals, pay equity insights, and program effectiveness.
- Serve as a functional lead for Workday Compensation and compensation planning processes while leveraging AI tools and emerging technologies to improve workflows, automation, reporting capabilities, and the overall employee experience.
- Contribute to the ongoing evolution of compensation operations, governance frameworks, and scalable program delivery models.
- At least 5 years of experience in Compensation, Compensation Operations, Total Rewards Operations, or related Human Resources Operations functions.
- Experience managing compensation programs and cycles within a complex, fast-paced organization.
- Strong project management, process improvement, and operational optimization skills with a focus on scalability, governance, and execution.
- Deep understanding of compensation operations, controls, compliance, and governance; SOX experience strongly preferred.
- Advanced analytical and data management skills with strong attention to detail, including experience with Excel, reporting tools, and data visualization platforms.
- Experience working with Workday, compensation planning tools, Human Resources systems integrations, and emerging technologies that improve operational efficiency and reporting.
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 131,200.00 USD - 164,000.00 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.