People Analytics & Automation Specialist

About Opendoor

At Opendoor our mission is to tilt the world in favor of homeowners and those who aim to become one. Homeownership matters. It's how people build wealth, stability, and community. It's how families put down roots, how neighborhoods strengthen, how the future gets built. We're building the modern system of homeownership giving people the freedom to buy and sell on their own terms. We’ve built an end-to-end online experience that has already helped thousands of people and we’re just getting started.

About the role

Opendoor's People team is scaling how we use data and AI to drive compensation strategy, recruiting operations, and overall HR decision-making. We are looking for a hands-on People Analytics & Automation Specialist to help us bridge the gap between complex data and strategic action.

This role prioritizes hands-on AI capability. We are looking for someone who has built agents and automations. Alongside that, a strong data mindset, the ability to handle confidential projects with high discretion, and a growth orientation. Compensation experience is not required, and we are open to candidates from diverse analytical backgrounds who are eager to learn it.

What you'll do

• Business Diagnosis & Decision Support: Take ambiguous People and Talent questions, define the underlying decision and relevant metrics, reconcile incomplete or conflicting data, test competing explanations, and turn the findings into a clear recommendation for leadership.
• AI Agents & Enablement: Design, build, and ship AI agents and AI-first solutions for compensation and People Operations that other people actually use. Apply human judgment strategically by determining where AI can act independently, where deterministic rules are safer, and where human review is essential. Validate outputs, anticipate failure modes, monitor real-world performance, and improve the solution based on what breaks and how people use it.
• Trusted Data & Decision Support: Build and maintain the data products, dashboards, reports, and AI-enabled self-service tools that give People Operations, Total Rewards, and Talent Acquisition current, trustworthy information across headcount, leveling, compensation, open requisitions, and recruiting-funnel performance. Create clear guardrails so partners can make strategic decisions without waiting for the compensation team to answer every routine question.
• Compensation & Leveling: Own the execution side of compensation and leveling projects, comp benchmarking, market studies, leveling structures, and equity or compensation scenario planning, using an established methodology.
• TA Analytics Support: Act as a dotted-line analytics partner to Ariana and Talent Acquisition, helping surface insights like compensation-related offer rejections or band placement of recent hires, and supporting the TA team's own data storytelling when priorities overlap.
• Systems & Data Quality: Work alongside the Rippling/HRIS administrator to build automations on top of Rippling and strengthen the team’s data infrastructure. Validate definitions, units, currencies, joins, and comparison groups; identify missing or unreliable data; distinguish genuine business findings from data-quality issues; and clearly communicate what the available evidence can—and cannot—support.
• Data Storytelling: Translate raw people and compensation data into clear, decision-ready narratives for leadership. This is as much a storytelling role as a data-building one.
• Proactive Planning: Get ahead of the calendar by building and testing the automations and dashboards needed for major HR cycles (major compensation and benefits cycles, annual market study, open enrollment) before they're needed, rather than under pressure.

What you'll need

• You have designed and shipped an AI agent or automated workflow that other people actually use. We will ask you to walk through it in detail: what you built, where you placed human approval gates, what you iterated on, and what broke.
• Demonstrated analytical and business judgment. You can take an ambiguous problem, define the decision that needs to be made, determine what the available data can and cannot support, test competing explanations, and recommend a practical next action without waiting for someone else to structure the problem.
• High discretion and sound judgment. This role regularly touches confidential compensation and people data, and experience managing confidential projects (financial, M&A, or similar) is more important than a specific comp title.
• Strong data storytelling and communication skills, able to turn a data set into a clear, persuasive point for an executive audience.
• Comfort with Google Sheets (our primary working tool for comp data) and general data/BI fluency; SQL or Snowflake experience is a plus as we build toward more automated data infrastructure, but not required today.
• Familiarity with an HRIS (Rippling or similar), comp survey platforms (AON Radford, Mercer, or similar), and equity administration tools (Equity Edge or similar) is a strong plus, not a requirement, and can be learned on the job.
• Ability to work independently across two sets of priorities (People Operations/Total Rewards as the primary focus, with lighter-touch support to Talent Acquisition) and to prioritize when demands compete.

Location
This role is based in one of our offices, in-person four days per week. We're looking for candidates who are enthusiastic about an in-office culture; people who want to build alongside their teammates, not from a distance.

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