Management Jobs 2026 (Now Hiring) – Smart Auto Apply

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 Director, Talent Management, you'll shape how talent grows, performs, and succeeds across the organization. You'll lead the strategy and evolution of a connected talent ecosystem that empowers employees, managers, and leaders with the insights, tools, and experiences they need to drive performance and development. Working across the People team and with business leaders, you'll transform talent management into an integrated, data-informed system that connects performance, growth, mobility, and succession planning to support future business needs. You'll help define the next generation of talent practices through innovative approaches, AI-enabled insights, and scalable solutions that strengthen organizational effectiveness and leadership readiness.

What you'll do as a Director, Talent Management

• Execute a comprehensive talent management strategy that aligns talent priorities with business goals, workforce planning needs, and long-term organizational growth.

• Evolve a connected talent ecosystem that integrates goal setting, feedback, performance management, talent reviews, career development, mobility, and succession planning into a seamless employee and manager experience.

• Establish and iterate on talent management frameworks, governance models, and operating principles that drive consistency, scalability, and measurable business impact across the organization.

• Advance the organization's approach to performance management, feedback, and employee development, fostering a culture of continuous growth, accountability, and learning.

• Lead enterprise talent review and succession planning processes, partnering with Human Resources Business Partners and business leaders to strengthen workforce readiness, leadership continuity, and organizational capability.

• Drive improvements in the quality and consistency of talent discussions, assessments, and development planning across the organization while expanding opportunities for feedback, coaching, and growth in the flow of work.

• Partner closely with Learning and Development, People Analytics, HRIS , Internal Communications, Employee Relations, and business leaders to ensure talent initiatives  work together as an integrated system that supports employee development and business performance.

• Drive the adoption of talent intelligence and AI-enabled capabilities that provide leaders with actionable workforce insights, increase confidence in talent decisions, identify development opportunities, and strengthen workforce planning strategies.

• Serve as a trusted advisor to leaders on talent strategy, organizational effectiveness, succession planning, workforce readiness, and change management initiatives.

What you'll bring

• A Bachelor's Degree in Human Resources, Business, Psychology, Organizational Development, or a related field; an advanced degree is preferred.

• At least 10 years of progressive experience in Talent Management, Organizational Development, Leadership Development, Human Resources Strategy, Human Resources Business Partnership, or a related discipline.

• Significant experience designing and leading enterprise talent strategies, including performance management, talent reviews, succession planning, career development, leadership development, and employee growth programs.

• Proven success building and scaling talent programs that connect performance, development, career growth, and succession planning to support organizational effectiveness and long-term business success.

• Strong understanding of how talent practices connect across the employee lifecycle to drive workforce capability, leadership readiness, and business performance.

• Experience influencing senior executives and partnering with leadership teams to translate business strategy into talent priorities, workforce strategies, and actionable talent solutions.

• Experience leveraging talent data, workforce analytics, and emerging technologies to improve talent outcomes, strengthen organizational decision-making, and provide meaningful business insights.

• Familiarity with AI-enabled talent and Human Resources technologies, along with a vision for how innovation can enhance talent management, workforce planning, manager effectiveness, and employee growth.

• Exceptional communication, facilitation, stakeholder management, and change leadership skills, with the ability to build alignment and drive adoption across diverse audiences.

• Strong analytical and strategic thinking capabilities, with a demonstrated ability to balance long-term vision with practical execution in complex, evolving environments.

#LI-TA1

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 169,600.00 USD - 212,000.00 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.