Department:

We are Walker & Dunlop. We are one of the largest providers of capital to the commercial real estate industry, enabling real estate owners and operators to bring their visions of communities — where people live, work, shop, and play — to life. We are committed to creating meaningful social, environmental, and economic change in our communities.

Department Overview:

Our Human Resources department at Walker & Dunlop is more than just policies and procedures – we’re the stewards of the Walker & Dunlop employee experience. Our dedicated team of HR professionals is here to ensure that every employee experiences W&D as a great place to work.

We know that W&D’s success is closely tied to the engagement, health, and professional fulfillment of our employees. Throughout W&D’s history, our people have remained our top priority. We provide employees with leadership and guidance, supporting their personal and professional growth during every step of their tenure. Our unique cultural framework fosters an environment where individual respect is the norm, promoting collaboration within our organization. We live this philosophy through candid communication, commitment to promoting from within, and active involvement in our community.

Join us, and experience how the Human Resources department at Walker & Dunlop brings personal care and professionalism together to ensure your success.

The Impact You Will Have:

The Vice President, Early Careers & Talent Integration, is responsible for leading the end-to-end strategy and execution of W&D’s early career talent programs, including recruitment, onboarding, and the full Analyst and Intern experience. In addition, this role owns the onboarding strategy and execution for all new hires across W&D, ensuring a seamless, engaging, and high-impact employee experience that builds a strong leadership pipeline and supports long-term organizational growth.

The ideal candidate blends a passion for developing emerging talent with exceptional operational, relationship management, and strategic leadership skills, ensuring alignment with W&D’s broader talent strategy and business goals.

Primary Responsibilities:

Early Talent Recruitment and Pipeline Strategy

• Lead full-cycle recruitment for Interns and Analysts, including interview planning, hiring manager coordination, and candidate communications.

• Partner with Talent Acquisition, HRBP Team, and business leaders to forecast early talent hiring needs, develop budgets, and align acquisition strategies with business priorities.

• Develop and manage a strong talent pipeline by proactively networking, engaging with universities, and fostering relationships with external organizations—while also building meaningful one-on-one relationships with entry-level talent. Specifically, serve as the primary lead for W&D’s partnerships with the Rutgers University Real Estate Program and Project Destined.

• Drive branding initiatives to position W&D as an employer of choice for early career talent.

• Manage and oversee the Intern Program referral process, ensuring fairness, transparency, and consistent communication with stakeholders.

Program Management and Development

• Develop, execute, and continuously enhance a long-term strategy for the Intern and Analyst Programs.

• Evolve the Analyst Program into a robust, year-round development experience that includes structured learning sessions, professional skills training, executive engagement, and mentorship opportunities.

• Design, coordinate, and deliver comprehensive onboarding experiences for Interns, Analysts, and all new hires company-wide.

• Create and manage an integrated calendar for early talent cycles, including recruitment, onboarding, programming, rotations, and offboarding.

• Build and execute engagement events and networking opportunities to enhance program experiences.

• Ensure rotational experiences are well scoped, effectively supported, and aligned with organizational objectives.

• Define success metrics, track program outcomes, and make data-driven recommendations for continuous improvement.

Internal Stakeholder Management

• Serve as the primary point of contact for business leaders, mentors, and HR partners involved in early career and onboarding initiatives.

• Partner closely with leadership to align program content with organizational goals and ensure Analysts and Interns are prepared for long-term career success.

• Deliver reporting and insights to Talent leadership on program performance, conversion rates, and talent readiness.

Onboarding

• Develop and implement a comprehensive, personalized, and scalable onboarding strategy for all new hires, including U.S. and international employees.

• Serve as an on-site presence in the Bethesda office (and locations as-needed) during key program moments such as trainings, engagement events, and other critical touchpoints.

• Serve as the primary point of contact for onboarding-related inquiries from new hires, managers, and internal teams.

• Deliver engaging and consistent onboarding communications and orientation sessions.

• Partner with Talent Acquisition Operations, Office Services, and HRIS to coordinate new hire logistics, onboarding tools, and enhancements to the onboarding journey.

• Lead onboarding efforts for Production hires and M&A integrations, ensuring a tailored approach that supports business strategy.

• Monitor onboarding program metrics, collect feedback, and continuously optimize processes for impact and efficiency.

• Ability to travel as needed. Perform other duties as assigned

Education and Experience:

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field required.

• Minimum of 10 years of progressive experience in Talent Acquisition, Talent Development, or Human Resources.

• Experience managing early talent programs and leading onboarding strategies.

• Proven track record of developing and executing large-scale talent programs with measurable impact.

• Previous experience in a complex, matrixed, and fast-paced corporate environment highly preferred.

Knowledge, Skills and Abilities:

• Deep understanding of early career development strategies, best practices in talent engagement, and onboarding program design.

• Exceptional strategic thinking, program management, and execution skills.

• Strong interpersonal skills with the ability to build relationships and influence at all levels of the organization.

• Excellent communication and presentation skills; comfortable delivering executive updates and insights.

• Data-driven mindset with the ability to develop, track, and report on program KPIs.

• Proficient in HRIS systems, applicant tracking systems (ATS), and onboarding tools and platforms.

• High degree of initiative, flexibility, and organizational skills, with the ability to manage multiple priorities and deadlines.

• Ability to show ownership of your work, take on challenges and acknowledge growth opportunities, and demonstrate patience when learning new processes.

• Courtesy, respect, and thoughtfulness in teaming with colleagues and other stakeholders.

This position has an estimated base salary of $130,000 - $150,000 plus discretionary bonus. An employment offer is based on the applicant’s relevant work experience, applicable knowledge, skills, abilities, internal equity, and alignment with market data.

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What We Offer

• The opportunity to join one of Fortune Magazine’s Great Places to Work winners from 2015-2023

• Comprehensive benefit options* that have earned Walker & Dunlop the silver level of the 2022 Cigna Healthy Workforce Designation™, some of which include:
  - Up to 83% subsidized medical payroll deductions
  - Competitive dental and vision benefits
  - 401(k) + match
  - Pre-tax transit and commuting benefits
  - A robust health and wellness program – earn cash rewards and gain access to resources that
  promote health, engagement, and balance
  - Paid maternity and parental leave, as well as other family paid leave programs
  - Company-paid life, short and long-term disability insurance
  - Health Savings Account and Healthcare and Dependent Care Flexible Spending

• Career development opportunities

• Empowerment and encouragement to give back – volunteer hours and donation matching

*Eligibility may vary based on average number of hours worked

EEO Statement

We are committed to equity in all steps of the recruitment and employment experience. We believe in equal access to opportunities in our workplace. We do not tolerate discrimination, including harassment, based on any characteristic protected by applicable law, such as race, color, national origin, religion, gender identity, sexual orientation, sex, age, disability, veteran or military status, and genetic information. We strive to be a safe place to ask questions, build professional relationships, and develop careers.

SPAM
Please be wary of recruitment scams. An indication of a scam might be a request for sensitive or bank information at the time of application or emails coming from a non walkerdunlop.com email address. Please call us at 301.215.5500, if you have any concerns about information requested during or after the application process.

Fair Chance Hiring

Background checks, including any questions related to infractions, arrests, or conviction records, will not be conducted until after a conditional offer of employment has been accepted. We will consider for employment qualified applicants regardless of arrest and conviction records, in accordance with federal, state, and local laws.