Senior Director, HRBP

Department:

Human Resources – Business Partner

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

As the Senior Director, HRBP you will lead and scale the HR Business Partner function at Walker & Dunlop, overseeing three HRBP teams that each include a recruiter and an HR specialist. You’ll set the strategic direction for HR partnership across the organization while ensuring the team delivers exceptional support to leaders and employees alike.

In addition to leading the broader HRBP function, you will personally serve as the HR Business Partner to one business unit providing direct, hands-on support and partnership to its leaders and employees.

This is a highly visible leadership role for an experienced HR professional who thrives on building trusted relationships, developing high-performing teams, and aligning people strategies with business outcomes in a fast-paced environment.

Primary Responsibilities

Leadership & Strategy

• Lead, develop, and mentor three HRBP teams, each composed of a business partner, recruiter, and HR specialist.
• Implement and enhance the existing HRBP strategy and operating cadence to maintain consistent, high-quality partnership and scalable support across all business units.
• Partner closely with senior HR leadership to define and execute people strategies that align with W&D’s long-term goals.
• Serve as a thought leader on organizational design, talent strategy, and employee engagement initiatives.
• Collaborate with cross-functional HR Capital teams in Total Rewards, Community Engagement, and Internal Communications to implement cohesive people solutions.

Direct Business Partnership

• Serve as the primary HR Business Partner to one client group, providing direct support on organizational design, talent planning, employee relations, performance management, and leadership development.
• Build trusted relationships with leaders and employees to support their business objectives while fostering a positive and collaborative culture.

Talent Management & Culture

• Partner with Early Careers and Talent Integration, Learning & Development Operations, and HR senior leadership to identify and implement programs that align with business needs.
• Lead efforts in workforce planning, succession planning, and career path development.
• Foster a culture of feedback, recognition, and continuous growth across supported teams.

Employee Relations & Compliance

• Provide guidance and oversight for complex employee relations matters, ensuring fair and consistent outcomes.
• Partner with Legal and Compliance teams to mitigate risk and maintain adherence to employment regulations.
• Coach leaders through performance improvement and organizational change efforts.

Analytics & Operations

• Leverage HR analytics to identify trends, inform decisions, and measure the impact of HR initiatives.
• Partner with Total Rewards on compensation reviews and workforce budgeting.

Education And Experience

• Bachelor’s degree required; advanced degree preferred.
• 15+ years of progressive HR experience, including at least 5 years in a leadership role managing HR business partners or generalist teams.
• Experience in or with technology organizations strongly preferred, with demonstrated success supporting technical or product-driven teams.
• SPHR or SHRM-SCP certification a plus.

Knowledge, Skills and Abilities

• Proven ability to lead and develop high-performing HR teams.
• Strong strategic thinking paired with hands-on HR execution.
• Deep expertise in organizational development, talent management, and employee relations.
• Strong analytical and problem-solving skills; data-driven mindset.
• Excellent communication and influencing skills with leaders at all levels.
• Deep understanding of employment law and HR best practices.
• Embodies the Walker Way: caring, collaborative, tenacious, driven, and insightful
• 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
• Proven ability to lead and develop high-performing HR teams.
• Strong strategic thinking paired with hands-on HR execution.
• Deep expertise in organizational development, talent management, and employee relations.
• Strong analytical and problem-solving skills; data-driven mindset.
• Excellent communication and influencing skills with leaders at all levels.
• Deep understanding of employment law and HR best practices.
• Embodies the Walker Way: caring, collaborative, tenacious, driven, and insightful

This position has an estimated base salary of $200,000 – $215,000 plus discretionary bonus. Actual compensation will be based on experience, skills, and internal equity.

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What We Offer

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

• Career Development Opportunities

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

 
*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, or any other characteristic protected by applicable law. 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.