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 a strong data mindset, the ability to handle confidential projects with high discretion, and a growth orientation—we are equally interested in candidates with diverse analytical backgrounds who are eager to learn compensation and apply their analytical skills to people data. What matters most is your ability to interpret complex, sensitive data, build reliable models, and tell clear stories that empower leadership to make informed decisions.

What you'll do

• Dashboards & Reporting: Build and maintain dashboards and reporting for People Operations / Total Rewards (headcount, leveling, compensation analytics) and, where it overlaps, for Talent Acquisition (open requisitions, recruiting funnel and conversion), so leadership has current, trustworthy data ahead of every planning cycle.
• 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.
• Process Automation: Automate recurring People Operations work that currently eats up disproportionate time, equity grant approvals, comp cycle prep, headcount tracking, and other reporting that shouldn't take as long as it does.
• 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 help close data-quality and integration gaps as the team's data infrastructure matures.
• AI Enablement: Be the team's go-to for applying AI tools (including Claude) to People and comp workflows, prototyping quickly and helping others adopt what works.
• 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 (the upcoming mid-year comp review, annual market study, open enrollment) before they're needed, rather than under pressure.

What you'll need

• A genuine data mindset and growth orientation. Backgrounds in analytical functions that involve sensitive or complex data are all strong fits.
• 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.

Reporting and Team Structure

This role reports to the Director of Compensation & Benefits with a strong cross-functional partnership with Talent Acquisition leadership, splitting time and priorities across both areas by design — the goal is one person who can move fluidly between comp/leveling analytics and TA analytics/automation, rather than two disconnected specialists.

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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