Senior Manager, People Programs M&A

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 Senior Manager, People Programs M&A, you'll lead end-to-end people integration for all M&A activity, shaping strategy with senior leaders and driving hands-on execution to ensure seamless transitions for our teams. You'll manage one direct report and collaborate across functions including Corporate Development, Legal, Finance, Communications, IT, and our People COEs to deliver high-impact work that maintains operational continuity, keeps employees informed and engaged, and supports confident, scalable growth.
What you'll do as a Senior Manager, People Programs M&A

• Lead end-to-end People integration across the M&A lifecycle, including due diligence, pre-close, Day 1, and post-close, driving strategy and execution in alignment with DraftKings' values and goals.
• Serve as a strategic advisor to executive sponsors, SLT, and cross-functional leads, shaping integration plans and enabling sound decision-making across workstreams.
• Translate deal objectives into actionable HR strategies, covering org design, systems, talent, total rewards, benefits, and compliance.
• Manage the cross-functional People M&A workstream, ensuring coordination across COEs, timely delivery of milestones, and effective issue escalation using integration trackers, project plans, and risk logs.
• Own critical integration deliverables such as Day 1 readiness decks, executive updates, leadership materials, employee communications, and system/data readiness in partnership with People Ops and Tech.
• Partner across People functions (e.g. HRBP, Total Rewards, L&D, IEB, Analytics) to unblock execution and supervise one HR M&A team member, providing guidance on priorities and deliverables.

What you'll bring

• 5+ years of experience in HR, consulting and/or M&A integration roles, preferably in a high-growth, global tech or gaming organization.
• Demonstrated experience leading people integration for multiple complex acquisitions, ideally across geographies and various deal structures.
• Strong program management capabilities, with the ability to work independently to manage competing priorities and fast-moving deadlines.
• Hands-on execution mindset; comfortable drafting presentations, managing trackers, and diving into the details to move initiatives forward.
• Exceptional communication skills and executive presence; capable of influencing senior leaders and building trust across teams.
• Working knowledge of Workday HCM, Google Suite, and Slack; familiarity with project management tools.
• High integrity and discretion in managing confidential information, with a proactive approach to managing risk and ensuring compliance.

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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 142,400.00 USD - 178,000.00 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.