Vice President, Early Career & Talent Integration

Department:

Human Resources – L&D

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