Opendoor

People Analytics & Automation Specialist

Toronto, Canada

Sponsorship not specifiedDetected 1 day ago

SQLSnowflakeM&ARecruitingHRISCompensationLeadershipCommunication

About the role

We are looking for a hands-on People Analytics & Automation Specialist to help us bridge the gap between complex data and strategic action.

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.
This is as much a storytelling role as a data-building one.
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.
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.
Opendoor's People team is scaling how we use data and AI to drive compensation strategy, recruiting operations, and overall HR decision-making.
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. #LI-RS1

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.

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.

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.
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.

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.
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.

This listing is sourced directly from Opendoor's careers page and normalized into a canonical job model.