Senior Manager, People Programs M&A
DraftKings Inc.
Job Level
Lead
About the role
- Define HR strategy aligned with business milestones and growth plans.
- Partner with founders to design organizational structures and workforce planning.
- Build succession and leadership development programs to prepare for scale.
- Lead recruitment to secure high-caliber talent across key functions.
- Build frameworks for performance, progression, and skills development and introduce employer branding initiatives.
- Standardize HR processes: onboarding, payroll, compensation, and compliance.
- Select and implement HR tech tools to drive efficiency and data-driven decisions.
- Ensure HR practices meet local labor law and prepare for regional readiness.
- Move HR from reactive to proactive anticipating growth needs before bottlenecks.
- Develop policies and benefits that support retention and performance.
- Build a foundation that scales from 50 to 200+ employees without slowing momentum.
Requirements
- 8–12 years of progressive HR leadership in startups or high-growth businesses, ideally scaling from ~50 to 200+ employees.
- Proven builder of HR functions from hiring playbooks and performance frameworks to compensation & benefits and HR tech adoption.
- Talent acquisition expertise: able to design recruitment engines that consistently attract and close top startup talent.
- Organizational design capability: experience mapping roles, career paths, and reporting structures during rapid headcount growth.
- HR operations leadership: hands-on in payroll, compliance, contracts, and employee lifecycle management.
- Change management skillset: comfortable leading transformation from informal processes to structured, scalable systems.
- Data-driven decision maker: able to use HR metrics (attrition, cost per hire, time to fill, engagement) to guide leadership.
- Commercial mindset: understands how people strategy ties into growth, funding milestones, and investor expectations.
- Hands-on operator: comfortable running recruitment sprints or solving day-to-day HR issues while influencing founders and the board.
