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Opendoor is building the modern system of homeownership, helping people buy and sell homes on their own terms. The People team is scaling data and AI to drive compensation strategy, recruiting operations, and HR decision-making.
You will be a hands-on People Analytics & Automation Specialist bridging complex data and strategic action. This role emphasizes AI capability—specifically building agents and automations that other people actually use—combined with strong analytical thinking, discretion with confidential data, and a growth mindset.
Key responsibilities:
**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 findings into clear recommendations for leadership.
**AI Agents & Enablement:** Design, build, and ship AI agents and AI-first solutions for compensation and People Operations. 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 iterate based on what breaks and how people use it.
**Trusted Data & Decision Support:** Build and maintain data products, dashboards, reports, and AI-enabled self-service tools for People Operations, Total Rewards, and Talent Acquisition. Cover headcount, leveling, compensation, open requisitions, and recruiting-funnel performance. Create guardrails so partners can make strategic decisions without waiting for routine answers.
**Compensation & Leveling:** Own execution of compensation and leveling projects, comp benchmarking, market studies, leveling structures, and equity or compensation scenario planning using established methodology.
**TA Analytics Support:** Act as a dotted-line analytics partner to Talent Acquisition, surfacing insights like compensation-related offer rejections or band placement of recent hires, and supporting TA's data storytelling when priorities overlap.
**Systems & Data Quality:** Work alongside the Rippling/HRIS administrator to build automations on top of Rippling and strengthen data infrastructure. Validate definitions, units, currencies, joins, and comparison groups; identify missing or unreliable data; distinguish genuine findings from data-quality issues; and clearly communicate what evidence can and cannot support.
**Data Storytelling:** Translate raw people and compensation data into clear, decision-ready narratives for leadership.
**Proactive Planning:** Get ahead of the calendar by building and testing automations and dashboards needed for major HR cycles (compensation, benefits, market study, open enrollment) before they're needed.
The role is in-person four days per week at one of Opendoor's offices.
**Requirements:**
- You have designed and shipped an AI agent or automated workflow that other people actually use. You should be able 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 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. 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 (primary working tool for comp data) and general data/BI fluency. SQL or Snowflake experience is a plus as the company builds 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 but not a requirement and can be learned on the job.
- Ability to work independently across two sets of priorities (People Operations/Total Rewards as primary focus, with lighter-touch support to Talent Acquisition) and to prioritize when demands compete.
- Compensation experience is not required; the company is open to candidates from diverse analytical backgrounds who are eager to learn it.
