Talent Management Senior Manager

THE POSITION
Our roster has an opening with your name on it

FanDuel is looking for a Sr. Manager, Talent Management to help design, implement, and scale high-impact performance and talent management practices that support employee growth, manager effectiveness, and business results. This role plays a critical part in executing our year-round performance approach—spanning goal setting, continuous feedback, performance reviews, calibration, and development planning—while contributing thoughtful solutions that improve team and organizational effectiveness.

This role partners closely with HR Business Partners, HRIS, Learning & Development, and cross-functional collaborators to deliver consistent, data-informed, and employee-centered performance experiences across our 4,000+ global workforce. The Manager will lead complex projects, contribute to team and departmental strategy, and build capability in others through coaching, guidance, and people leadership.

In addition to the specific responsibilities outlined above, employees may be required to perform other such duties as assigned by the Company. This ensures operational flexibility and allows the Company to meet evolving business needs.

 

THE GAME PLAN
Everyone on our team has a part to play

Performance Management Program Execution & Design

• Lead the design, implementation, and continuous improvement of core performance management programs, including goal setting, check-ins, performance reviews, and calibration processes.
• Manage end-to-end execution of near-term and mid-term performance initiatives, ensuring timelines, quality, and stakeholder alignment.
• Translate performance philosophy and standards into clear, scalable tools, processes, and guidance that managers and employees can easily apply.
• Identify opportunities to improve efficiency, clarity, and consistency across performance processes, raising solutions that benefit the broader organization.
• Incorporate industry best practices and employee feedback to refine performance practices over time.

Cross-Functional Collaboration & Delivery

• Partner with HRBPs, HRIS, L&D, and vendors to support seamless execution of performance cycles and related tools.
• Contribute to the development and maintenance of the annual performance calendar, supporting timely delivery of key milestones.
• Apply business acumen and data insights to prioritize work and make informed recommendations that advance department objectives.
• Collaborate with internal stakeholders beyond the immediate team, expanding impact through strong cross-functional relationships.

Data, Insights & Storytelling

• Analyze performance data and trends to identify risks, opportunities, and areas for improvement.
• Create clear, compelling summaries and presentations that translate data into insights for varied audiences.
• Monitor effectiveness of programs and proactively recommend adjustments based on emerging needs.

Leadership & Capability Building

• Support a high-performing team by setting clear goals, delegating effectively, and coaching team members through complex work.
• Provide regular feedback, guidance, and development support to key stakeholders and collaborators.
• Model effective people leadership by coaching and supporting career navigation and skill development across the organization with the ability to lead direct reports as the team evolves.

Communication & Change Enablement

• Develop and deliver clear communications that explain the why and how behind performance programs.
• Anticipate implementation challenges and support change management efforts to drive adoption.
• Present confidently to different audiences using storytelling, data, and practical examples.

 

THE STATS
What we're looking for in our next teammate

• 7+ years of progressive experience in performance management, talent management, HR, or a related field.
• Hands-on experience implementing and managing performance management programs in a scaled, matrixed organization.
• Experience partnering with HRBPs and cross-functional teams to deliver people programs.
• Demonstrated ability to lead complex projects, manage competing priorities, and deliver results under pressure.
• Strong analytical skills with the ability to scan data, identify trends, and recommend actionable improvements.
• Proven people-management experience, including coaching, goal setting, and developing talent.
• Excellent written and verbal communication skills, including facilitation and executive-ready storytelling.
• Experience with HR technology platforms (e.g., Workday, Dayforce, Greenhouse, SAP SuccessFactors, or similar)
• Proficiency in PowerPoint and Excel, with experience creating clear, impactful materials and analyses.
• A forward-looking, solutions-oriented mindset with a passion for building effective, employee-centered performance practices.
  
  

ABOUT FANDUEL

FanDuel Group is the premier mobile gaming company in the United States and Canada. FanDuel Group consists of a portfolio of leading brands across mobile wagering including: America’s #1 Sportsbook, FanDuel Sportsbook; its leading iGaming platform, FanDuel Casino; the industry’s unquestioned leader in horse racing and advance-deposit wagering, FanDuel Racing; and its daily fantasy sports product.  

In addition, FanDuel Group operates FanDuel TV, its broadly distributed linear cable television network and FanDuel TV+, its leading direct-to-consumer OTT platform. FanDuel Group has a presence across all 50 states, Canada, and Puerto Rico.

The company is based in New York with US offices in Los Angeles, Atlanta, and Jersey City, as well as global offices in Canada and Scotland. The company’s affiliates have offices worldwide, including in Ireland, Portugal, Romania, and Australia.

FanDuel Group is a subsidiary of Flutter Entertainment, the world's largest sports betting and gaming operator with a portfolio of globally recognized brands and traded on the New York Stock Exchange (NYSE: FLUT).

PLAYER BENEFITS
We treat our team right

We offer amazing benefits above and beyond the basics. We have an array of health plans to choose from (some as low as $0 per paycheck) that include programs for fertility and family planning, mental health support, and fitness benefits. We offer generous paid time off (PTO & sick leave), annual bonus and long-term incentive opportunities (based on performance), 401k with up to a 5% match, commuter benefits, pet insurance, and more - check out all our benefits here: FanDuel Total Rewards. *Benefits differ across location, role, and level.

FanDuel is an equal opportunities employer and we believe, as one of our principles states, “We are One Team!”. As such, we are committed to equal employment opportunity regardless of race, color, ethnicity, ancestry, religion, creed, sex, national origin, sexual orientation, age, citizenship status, marital status, disability, gender identity, gender expression, veteran status, or any other characteristic protected by state, local or federal law. We believe FanDuel is strongest and best able to compete if all employees feel valued, respected, and included.

FanDuel is committed to providing reasonable accommodations for qualified individuals with disabilities. If you have a disability and need a workplace accommodation or adjustment during the application and hiring process, including support for the interview or onboarding process, please email Benefits@fanduel.com.

The applicable salary range for this position is $115,000 - $155,000 USD, which is dependent on a variety of factors including relevant experience, location, business needs and market demand. This role may offer the following benefits: medical, vision, and dental insurance; life insurance; disability insurance; a 401(k) matching program; among other employee benefits. This role may also be eligible for short-term or long-term incentive compensation, including, but not limited to, cash bonuses and stock program participation. This role includes paid personal time off and 14 paid company holidays. FanDuel offers paid sick time in accordance with all applicable state and federal laws.

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.

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