$80K — $100K *
Welltower Inc. (NYSE: WELL), an S&P 500 company headquartered in Toledo, Ohio, is driving the transformation of healthcare infrastructure. With an enterprise value of over $40B, Welltower is the world’s largest healthcare real estate investment trust (REIT). Concentrated in major, high-growth markets throughout the United States, Canada, and the United Kingdom, Welltower delivers the health care infrastructure necessary to facilitate better treatment at lower costs and keep patients out of the hospital. We provide real estate capital to leading seniors housing operators, post-acute care providers, and health systems, enabling these companies to grow, innovate, and ultimately provide better care. Our impact will be profound as we advance our work, our mission, and continue to assemble a diverse, talented, performance-focused team of employees.
Welltower, the world’s largest healthcare real estate investment trust (REIT), is seeking a dynamic, forward-thinking individual to be our Land Acquisition Manager and support the continued, rapid growth of the organization. You will report to and work directly with our VP, Co-Head of Development to support strategic growth markets throughout the U.S. The location is flexible, and you can work out of any of the following offices: Toledo, OH; New York, NY; Dallas, TX; Jupiter, FL; or Remote office
Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties, or responsibilities that are required of this employee for this job. Duties, responsibilities, and activities may change at any time with or without notice.
Applicants must be able to pass a pre-employment drug screen.
Welltower is committed to leveraging the talent of a diverse workforce to create great opportunities for our business and our people. EOE/AA. Minority/Female/Sexual Orientation/Gender Identity/Disability/Vet
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)
Valid through: 6/16/2021