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 Lead Analyst on the People Analytics team, you'll be a key player in shaping data-driven talent decisions across DraftKings. You'll tackle complex analytical problems that impact how we attract, retain, and grow our people. Operating as a senior individual contributor, you'll partner closely with People leaders and cross-functional teams to drive predictive, actionable insights across the employee lifecycle. Your ability to frame, guide, and communicate recommendations will directly influence how we build, scale, and support our global teams. What you'll do as Lead Analyst, People - Act as a strategic partner to senior People leaders, translating complex data into clear, actionable insights that shape workforce decisions and drive confident, actionable recommendations. - Lead exploratory and predictive analyses to anticipate talent trends, uncover emerging risks, and inform forward-looking strategies. - Equip leaders to navigate tradeoffs, assess risks, and understand likely outcomes to drive confident, data-backed decisions. - Design, evolve, and maintain decision-oriented dashboards that highlight key people metrics used across the business. - Collaborate with People Tech and data teams to ensure accuracy, consistency, and usability of people data across systems like Workday, survey platforms, and planning tools. - Shape AI-enabled insights that elevate the usability and impact of our analytics platforms. - Own end-to-end analytics initiatives by embedding success metrics, developing hypotheses, and presenting outcomes that clearly demonstrate impact. - Mentor other analysts and embed measurable success metrics into people programs to evaluate outcomes and foster a culture of analytical excellence. What you'll bring - At least 6 years of experience in people analytics, data analytics, or a related field. - Bachelor's Degree in a quantitative field such as Mathematics, Statistics, Computer Science, or Economics. - Advanced SQL and Excel skills; proficiency in Tableau or similar visualization tools. Experience with Python or R is a plus. - Strong communication skills, with the ability to tailor insights to executive and non-technical stakeholders. - Demonstrated ability to influence decisions and shape strategy through data storytelling and insight framing. - Comfort working in ambiguity and guiding stakeholders through tradeoffs and risk evaluation. - Experience working cross-functionally in fast-paced, data-rich environments. #LI-AS1 Join Our Team 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. If this job posting does not include compensation information, this is due to a technical error that our team is working to resolve! We will repost this position with compensation information as soon as it is resolved. 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.

Role Description Are you looking for a positive, challenging, and genuinely supportive environment? If so, we’d love to hear from you. This is an excellent opportunity for someone who wants to grow their HR career in a forward-thinking organisation. As an HR Advisor, you’ll work across a broad spectrum of Employee Relations (ER) cases and play a key role in developing managers’ confidence through HR-related training (full training provided). You’ll also be involved in varied project work including TUPE and redundancy activity. You will bring a proactive, professional, and solutions-focused approach, quickly building credibility and strong collaborative relationships at all levels of the organisation. Reporting to the Lead People Partner, you will contribute to the delivery of high-quality HR services, working closely with the People Business Partner for your allocated operational area. Occasional travel to meetings and services will be required, so a full UK driving licence and access to your own vehicle is essential. Key Responsibilities - Provide clear, consistent HR advice across processes such as capability, disciplinary, grievance, TUPE, redundancy, and dismissal. - Manage a varied, and often complex ER caseload, ensuring compliance with employment law and internal policies, including attendance and performance matters. - Support the development and implementation of People policies, procedures, and practices aligned with current legislation and organisational objectives. Qualifications - CIPD-qualified or have an equivalent HR degree or relevant experience. - Strong knowledge of employment legislation. - Excellent judgement and a commitment to best practice in HR. Requirements - Full UK driving licence and access to your own vehicle. Benefits - 27 days’ annual leave, rising to 32 after 1 year (plus bank holidays). - Pension scheme with 4.5% employer contribution, matched up to 6.5%. - Life assurance (3× annual salary). - Enhanced sick pay and family-friendly pay. - Birthday leave and the option to buy up to 5 extra days’ annual leave. - Professional fee reimbursement for relevant qualifications. - 24/7 online GP access and Employee Assistance Programme. - Recognition and long service awards via our Way to Go and Aspirations portals. - £500 Recommend a Friend bonus. - Cycle to Work scheme and Credit Union membership. - Discounts via Blue Light Card, Charity Discounts, Extras and Tickets for Good. - Free will writing service and wellbeing initiatives throughout the year.

• Lead the global People Operations Service Delivery function across Tier 1, Tier 2, and Tier 3 support, ensuring consistent, high-quality employee experiences • Own and evolve the end-to-end service delivery model, including intake channels, case management, escalation paths, and resolution frameworks • Enhance inbound support models and self-service experiences to create intuitive, scalable employee interactions • Define and drive performance against SLAs, CSAT, and operational KPIs, using data to continuously improve service quality and efficiency • Lead complex, cross-functional initiatives such as service migrations, operating model changes, and platform or process enhancements • Drive operational excellence through service migration planning, SLA management, quality controls, compliance readiness, and end-to-end process optimization • Establish clear governance and escalation frameworks to resolve complex or high-risk employee issues effectively • Drive continuous process optimization across People Operations services, reducing friction, improving speed, and increasing scalability • Partner with HRIS, IT, Engineering, and external vendors to improve systems, automate workflows, and enhance case management and reporting capabilities • Optimize service delivery platforms (e.g., ServiceNow) for HR use cases, including case management, knowledge integration, SLA tracking, and automation • Design and maintain scalable resources such as SOPs, documentation, and internal knowledge bases • Build, lead, and coach a high-performing, globally distributed team focused on empathetic, efficient, and outcome-driven support • Partner with Enablement to ensure teams have the knowledge, tools, and workflows needed to succeed • Foster a culture of accountability, continuous improvement, and customer-centric service delivery • Identify recurring issues and translate them into scalable solutions through process, tooling, or experience design improvements • Leverage data and analytics to identify trends and inform decisions related to service performance, workforce planning, and employee experience • Lead service quality programs, including audits, feedback loops, and compliance readiness, to ensure consistent and reliable delivery.

• Conduct end-to-end recruitment and selection processes • Design selection processes based on competencies and cultural fit • Develop and implement evaluation scorecards • Manage talent pools and attraction strategies • Support leaders in hiring decisions • Help strengthen organizational culture • Refine and monitor onboarding processes • Plan and deliver technical and behavioral training • Support engagement initiatives and organizational climate efforts • Conduct climate surveys and follow up on action plans • Refine and oversee performance review cycles • Support Individual Development Plans (IDPs) • Monitor and support structured feedback (1:1 and 360°) • Support leadership development programs • Track performance trends and people-related KPIs • Refine career paths and development tracks • Contribute to meritocracy programs and internal promotion processes • Support succession planning and talent retention initiatives • Assist in building internal communication channels and workflows • Ensure alignment between leadership and teams • Facilitate clear and structured organizational communication • Support people-management meetings and rituals • Monitor HR metrics such as turnover, time-to-hire, engagement/climate, and adherence to IDPs • Prepare management reports to support decision-making • Identify opportunities for improvement based on data • Support organization of contracts and data for service providers • Ensure compliance with internal policies and applicable legislation • Support practices aligned with LGPD and data confidentiality • Drive continuous improvement of HR processes • Use management tools (e.g., ClickUp, Trello, Sólides, ATS, etc.) • Identify bottlenecks and propose solutions • Stay up to date with HR trends and best practices • Serve as a point of support for leaders in people management • Advise on leadership and management best practices • Support conflict resolution and team development • Contribute to strategic people-related decisions