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 People Technology Senior Product Manager, you'll own the product strategy and evolution of the technology experiences that power how DraftKings employees grow, develop, and are rewarded. This role sits at the intersection of HR, product, and emerging technology - focused on transforming traditional talent and rewards processes into intelligent, AI-enabled, and embedded employee experiences.You'll partner closely with Talent, Total Rewards, People Operations, Corporate Development, and IT to design scalable, modern solutions that bring performance, development, and rewards workflows directly into the flow of work. This is a highly impactful role for someone who is passionate about product thinking, innovation, and redefining the employee experience through technology. What you'll do as a People Technology, Senior Product Manager - Own the Talent & Rewards technology product portfolio, including performance management, career development, compensation planning, and employee growth programs - Define and manage the product roadmap and backlog, evolving how employees engage with performance, feedback, development, and rewards - Partner with Talent, Total Rewards, and People leadership to translate strategic priorities into scalable product capabilities - Lead the design and development of AI-enabled workflows and automation that enhance and simplify talent processes - Collaborate with IT and AI product teams to implement agent-driven workflows and automation frameworks that augment traditional HR systems - Reimagine employee and manager interactions with talent systems by embedding experiences into Slack and other collaboration platforms - Build and deliver capabilities such as AI-powered nudges, in-flow performance interactions, and embedded development tools - Extend and enhance Workday capabilities through integrations, automation, and modern experience layers while maintaining data integrity and governance - Ensure solutions align with Workday architecture, data models, and compliance requirements - Define, track, and analyze KPIs related to adoption, engagement, and effectiveness of talent and rewards programs - Use analytics, user feedback, and insights to continuously improve product experience and roadmap priorities - Develop enablement strategies that drive stakeholder adoption and effective use of talent and rewards tools - Simplify complex processes through automation, embedded guidance, and AI-assisted support - Promote a culture of continuous development and transparency through intuitive, scalable technology What you'll bring - 5+ years of experience in HR Technology, Product Management, or HRIS ownership - Experience supporting Talent Management, Performance Management, or Compensation technology - Strong familiarity with Workday Talent, Performance, or Advanced Compensation - Hands-on knowledge of Workday configuration, including the ability to build reports and advanced calculated fields to support critical workflows (e.g., compensation cycles) - Experience designing workflow automation, integrations, or modern employee experiences - Comfort working with emerging technologies such as AI agents, workflow automation, and conversational interfaces - Ability to translate complex HR processes into intuitive, user-centric product experiences - Strong analytical and problem-solving skills with a data-driven mindset - Excellent stakeholder management skills across People teams, Product/AI teams, and IT partners - Ability to thrive in a fast-paced environment and manage multiple priorities effectively 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. The US base salary range for this full-time position is 136,000.00 USD - 170,000.00 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.

• Partner with our Total Rewards, People Operations, and HR teams as well as external agencies to deliver a Total Rewards and People Operations communications plan • Lead the Total Rewards and People Operations communications team • Develop effective ways to increase awareness and understanding of employee benefits and programs offered • Recommend and plan communications strategies, programs, or activities that address specific business issues or employee needs • Analyze and design an improved communications strategy

• Coach and develop our managers, helping them show up for their teams through performance conversations, feedback, hard moments, and everything in between • Support the building and running of our Learning & Development function — identifying real skill gaps and creating learning experiences that people genuinely find valuable • Own and evolve our people programs alongside the Head of People: performance management, career frameworks, leveling conversations, manager training — making them smarter, simpler, and more human over time • Stay close to team sentiment through surveys, 1:1s, and real listening — and actually close the loop when something needs to change • Support team members in understanding their growth paths and what it takes to get there — so no one feels like they're guessing • Spot and address people challenges early, with empathy and clear thinking — before they become bigger problems • Partner with leadership on talent strategy: calibrations, succession, and taking care of the people we can't afford to lose — and the ones we just don't want to

People and Culture Partner II USA-Remote (Any) Full time job requisition id Requisition - 2026200543 The People & Culture Partner II is a strategic P&C partner to client group leaders and to P&C departmental leadership. The P&C Partner II role leads P&C support across all disciplines for the Middle East, Eastern Europe and West Africa regional hub and ensures consistent people strategy application across organizational divisions. This includes, but is not limited to recruitment, performance management, learning & development, employee relations, compensation, benefits, employee engagement, and workforce planning. This role is a highly visible leader who leads by example, engaging constructively with collaborators both within and outside of the P&C department. The P&C Partner II is expected to take leadership of assigned strategic initiatives on behalf of P&C department. This role may supervise a People & Culture Partner I, regional P&C staff, and/or project-funded P&C staff, and is expected to role model best practices and mentor P&C employees. Candidates must have full professional proficiency in both English and French. Accountabilities: - Strategic P&C advisor to client group leaders and P&C departmental leaders. - Provides responsive support across all P&C disciplines to an assigned client group as a direct service provider and/or indirectly as a supervisor of project-funded local P&C teams. This includes, but is not limited to recruiting, compensation, benefits, payroll, training & development, and HRIS systems. - Manages workforce planning, employee relations, and performance management cycles according to established best practices. - May oversee work of P&C Partner I, regional P&C staff, and/or project-funded P&C staff. - Ensures compliance with all applicable labor laws. - Leads P&C process improvements initiatives and programs. - Provides capable leadership to cross-departmental initiatives. Applied Knowledge & Skills: - Advanced expertise across all P&C disciplines. - Experience working in international organizations/companies. - Strong consulting, coaching, and conflict resolution skills. - Project management and facilitation skills. - Strong supervisory skills. - Full professional proficiency in English and French. Problem Solving & Impact: Resolves complex P&C challenges with broad organizational impact within assigned portfolio. Contributes to policy alignment and cultural outcomes. Leads strategic initiatives on behalf of the department with guidance from supervisor. Independently coordinates and advises on issues and projects. Enhances P&C capacity and standardization within assigned portfolio. Supervision Given/Received: - Reports to People & Culture Partner III. - May supervise P&C Partner I, and/or P&C Partner II, and/or regional or local P&C staff. Education & Experience: - Bachelor’s degree required, Master’s preferred. Certification as HR professional preferred. - Fluency in English and French required. - 8-12 years of P&C experience in generalist or client-facing roles in a medium to large organization. - 3-5 years in a consultative role. - Prior work in an international non-governmental organization highly preferred. - Supervisory experience. - Advanced skills in MS Office suite, HRIS systems, and payroll systems. Travel Requirements: - Up to 25% travel domestically or internationally may be required The expected US Based hiring salary range for this role is listed below. Candidates FHI 360 pay ranges represent national averages that vary by geographic location. When determining an offer amount, FHI 360 factors in multiple considerations, including but not limited to: relevant years of experience and education possessed by the applicant, internal equity, business sector, and budget. Base salary is only one component of our offer. FHI 360 contributes 7% of monthly base pay to a money purchase pension plan account. Additionally, all US based staff working full-time, which is calculated at 40 hours/week, receive 18 days of paid vacation per year, 12 sick days per year, and 11 holidays per year. Paid time off is reduced pro rata for employees working less than a full-time schedule. US Based Hiring Salary Range: USD 110,000 - 130,000 annually International hiring ranges will differ based on location” This job posting summarizes the main duties of the job. It neither prescribes nor restricts the exact tasks that may be assigned to carry out these duties. This document should not be construed in any way to represent a contract of employment. Management reserves the right to review and revise this document at any time. FHI 360 is an equal opportunity and affirmative action employer whereby we do not engage in practices that discriminate against any person employed or seeking employment based on race, color, religion, sex, sexual orientation, gender identity, national or ethnic origin, age, marital status, physical or mental disability, protected Veteran status, or any other characteristic protected under applicable law. Our values and commitments to safeguarding: FHI 360 is committed to preventing any type of abuse, exploitation and harassment in our work environments and programs, including sexual abuse, exploitation and harassment. FHI 360 takes steps to safeguard the welfare of everyone who engages with our organization and programs and requires that all personnel, including staff members and volunteers, share this commitment and sign our code of conduct. All offers of employment will be subject to appropriate screening checks, including reference, criminal record and terrorism finance checks. FHI 360 also participates in the Inter-Agency Misconduct Disclosure Scheme (MDS), facilitated by the Steering Committee for Humanitarian Response. In line with the MDS, we will request information from job applicants’ previous employers about any substantiated findings of sexual abuse, exploitation and/or harassment during the applicant’s tenure with previous employers. By applying, job applicants confirm their understanding of these recruitment procedures and consent to these screening checks. FHI 360 will consider for employment all qualified applicants, including those with criminal histories, in a manner consistent with the requirements of applicable state and local laws. FHI 360 will never ask you for your career site username or password, and we will never request money, goods or services during the application, recruitment or employment process. If you have questions or concerns about correspondence from us, please email CareerCenterSupport@fhi360.org. FHI 360 fosters the strength and health of its workforce through a competitive benefits package, professional development and policies and programs that support a healthy work/life balance. Join our global workforce to make a positive difference for others — and yourself.