People Analytics & Automation Specialist

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

• AI Agents &  Enablement: Design, build, and ship agents and AI-driven workflows for compensation and People Operations. Job evaluation support, offer recommendation modelling, market data analysis, comp cycle preparation. 
• 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.

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. 
• 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.

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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