• Design effective organisational structures and team practices • Identify key capabilities required and implement initiatives that address these gaps through either growing internal talent or attracting external talent • Ensure effective onboarding of new joiners both into the business but also into their roles • Strengthen our leadership capability through coaching and development opportunities • Implement Talent strategies that ensures we grow and retain high potential talent • Build a high performance culture that encourages teamwork, inspiration, growth and execution • Enhance our remote working practices as we grow into a global employer • Be a trusted and professional advisor to the business, in particular, new managers • Be the go-to person for all people queries

• Serve as a primary People & Culture resource for employees and managers across the United States, Canada and Mexico. • Partner with HR business partners, managers and employees to provide guidance on HR policies, programs, and best practices. • Support the full employee lifecycle including onboarding, job changes, benefits administration, leave management, and offboarding. • Provide guidance on employee relations matters and escalate complex issues when appropriate. • Maintain accurate employee records and ensure HR systems and documentation remain compliant. • Prepare HR reports and respond to ad‑hoc data and analytics requests from leaders and the P&C team. • Support benefits administration including open enrollment, employee inquiries, and coordination with payroll and vendors. • Coordinate with cross‑functional partners including Talent Acquisition, Payroll, and Talent & Performance teams. • Contribute to People & Culture initiatives such as engagement surveys, goal programs, career development initiatives, and global projects. • Identify opportunities to improve HR processes, workflows, and operational efficiency.

• Planning and execution of personnel administration processes • Payroll and time-and-attendance control • Contract terminations (settlements), hiring/onboarding, dismissals, and vacation administration • Processing of social charges and payroll contributions in accordance with company guidelines • Monitoring and guiding the team to ensure tasks are completed according to established procedures

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.