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 the Director of People Analytics, you will lead the evolution of the People Analytics function and help shape how DraftKings leverages people data, analytics, technology, and AI to improve organizational effectiveness. You will define the vision, operating model, roadmap, and transformation strategy that enable leaders to make better decisions about talent, organizational health, workforce dynamics, and employee experience.

This role requires a transformational leader who can build organizational capability, influence decision-making, and scale impact through people, processes, and technology. Success requires strong business partnership, exceptional leadership, and sufficient analytical depth to guide predictive analytics, AI-enabled capabilities, and data-driven decision support across the organization.

What you’ll do as a Director of People Analytics

Lead the transformation of People Analytics into a strategic, predictive, and AI-enabled capability that shapes organizational decisions, influences behavior, and drives measurable business outcomes.
Define and execute the vision, operating model, and multi-year roadmap for the function, translating long-term strategy into clear priorities, adoption plans, and measurable progress.
Build and lead a high-performing People Analytics team by establishing the capabilities, standards, and ways of working needed to scale impact, strengthen consultative partnership, and create a culture of ownership and accountability.
Drive adoption of analytics, predictive insights, AI-enabled solutions, and new ways of working across the People organization, creating organizational alignment, momentum, and stakeholder engagement.
Partner with senior leaders to solve complex talent and organizational challenges through data-driven recommendations, decision support, and solution design.
Advance predictive analytics, workforce intelligence, and AI-enabled capabilities that help leaders anticipate risks, identify opportunities, and make better decisions.
Modernize analytics products, reporting capabilities, data foundations, and governance processes in partnership with People Technology and Enterprise Analytics teams.

What you’ll Bring

10+ years of experience in People Analytics, Analytics, Strategy, Consulting, Organizational Effectiveness, or a related field.
Experience leading teams, functions, or transformation initiatives in complex organizations.
Demonstrated success leading organizational transformation and change efforts.
Experience building operating models, governance structures, and scalable capabilities.
Strong executive presence and ability to influence senior leaders and stakeholders.
Experience driving adoption of new capabilities, tools, products, or organizational processes.
Strong understanding of People Analytics, predictive analytics, AI-enabled analytics, and organizational decision support.
Exceptional communication, storytelling, and stakeholder management skills.
Ability to translate strategic vision into execution, adoption, and measurable business outcomes.

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.

Director, People Analytics