• Own and execute process transformation initiatives across People functions (e.g., HR, Talent Acquisition, onboarding, lifecycle processes) • Analyze current-state processes to identify inefficiencies, root causes, and automation opportunities • Redesign workflows using continuous improvement methodologies (e.g., Lean, Six Sigma) to reduce friction and cycle times • Partner with Product and Engineering to deliver scalable, tech-enabled solutions • Drive change management for new processes, including stakeholder alignment, communication, and rollout planning • Assess change impacts, identify risks, and build mitigation plans to support successful implementation • Develop enablement materials (e.g., playbooks, training, guidance) to ensure teams can effectively adopt new processes • Define and track success metrics (e.g., time savings, SLA improvements, quality, adoption) and iterate based on results • Facilitate cross-functional working sessions to align on requirements and move initiatives forward • Build and maintain dashboards or reporting to monitor process performance and identify gaps • Ensure solutions are intuitive, scalable, and drive sustained behavior change and improved employee experience

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